Sabrina Pattison’s Post

🗣️ "In the past five to eight years, there has been a notable shift toward more female ownership and leadership within the events sector. This is a positive sign that the glass ceiling is beginning to crack, with more women taking the reins of event agencies and event businesses." Check out the latest Live Recruitment Ltd article all about the gender pay gap in the events industry using our diversity and inclusion data! https://lnkd.in/ew9i-Jdi Follow @Live Recruitment Ltd for all the latest industry news and brand new opportunities! 💯 #LiveRecruitment #EventsRecruitment #NowHiring #EqualPay #GenderPayGap

Make the first thing you read on #IWD2024 this 👇🏻

This article should be essential reading for chief executives and business leaders, this #IWD week. The gender pay gap is one of the most odious, and inexplicably resilient, forms of #genderinequality. Because it really could be done away with. Now. And it is companies, not women, who should take the lead. The always insightful Elizabeth Ames explains how in this article. #paygap #sustainability #genderequality

𝗪𝗼𝗺𝗲𝗻 𝗧𝗮𝗸𝗶𝗻𝗴 𝗮 𝗦𝘁𝗮𝗻𝗱 𝗢𝘃𝗲𝗿 𝗚𝗲𝗻𝗱𝗲𝗿 𝗣𝗮𝘆 𝗚𝗮𝗽 𝗶𝗻 𝘁𝗵𝗲 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 New research reveals a powerful message: 61% of Australian women and 36% of men are ready to leave their jobs over gender pay gaps. Discover how gender pay gaps are influencing job satisfaction and employee retention. Read more here: https://bit.ly/3VdLaZS Let's make equality the standard, not the exception. Connect with us on 02 8004 9350 and discover how we can help. #wealthmanagement #financialservices #businesssuccess #recruitment #recruitmentspecialist #talentmanagement #employment #recruiting #recruitment #godfreygroup #genderpaygap

https://lnkd.in/gCgjutMS An excellent piece by Hannah Wootton. The gender pay gap is finally a "reputation" impact but we need to see action on equity and diversity (not just gender) 365 days a year. (Oh and have a read of the excuses used by the big consulting companies who get paid big bucks to help other companies shift the dial and are amongst the worst performers on the gender pay gap ...) Claps for those companies who act on diversity and equity. Big claps.

In the UK, gender pay gap reporting has been mandatory since 2017, yet progress has been slow. Recently, HR Grapevine and XpertHR hosted a roundtable to discuss the issue, with HR leaders sharing their personal insight and guidance. Among the key discussion points were the importance of executive buy-in, the expectation of gender parity from the evolving workforce, and the need to address gender bias in job descriptions. Check out the article for more valuable insights. #nationalequalpayday #genderpaygap #HRcommunity #equalityandinclusion

🌟 Driving Gender Equity: Our Commitment to Closing the Gender Pay Gap 🌟 As a Talent Acquisition Team at DCS, we're committed to fostering an inclusive environment where everyone has equal opportunities to thrive. This Friday we just wanted to celebrate some of the initiatives we have been working on to support gender equity and address the gender pay gap: 📢 Gender-Neutral and Female-Coded Recruitment: All our job adverts are crafted to be gender-neutral, with a conscious effort towards a female-coded approach. This ensures no disadvantage to male applicants while enhancing our appeal to female candidates. 👩🎓 Gender Representation in Our Workforce: We are thrilled that 50% of our 2023 Sales Graduates intake is female! This reflects our ongoing commitment to ensuring equitable representation in our workforce. 📊 Data-Driven Progress: Our deep dive into recruitment data shows a positive trend towards a more balanced gender split. Once female applications are in process, they are statistically more likely to receive a job offer, a testament to our efforts in creating an equitable hiring process. 🤝 Women Supporting Women: Our female colleagues have been instrumental in our recruitment initiatives. Daisy women from all areas of the business actively repost our job listings on LinkedIn, encouraging more female applications and supporting our mission to build a diverse workforce. These are just some of the steps we are taking to ensure we close the gender pay gap and create a more inclusive workplace. Together, we can achieve meaningful change! 💪 Susannah Lawson Sonia Feroz Casey Prince #GenderEquality #DiversityandInclusion #ClosingTheGap #InclusiveWorkplace #WomenInTech

Here are some questions you can confidently ask about the gender pay gap in your next interview: 1️⃣ "Can you share insights into the company's approach to gender pay equity?" Understanding the company's commitment is a key step. Look for proactive measures and policies in place. 2️⃣ "How does the company ensure transparency regarding compensation, especially in relation to gender?" Transparency is vital. Ensure the company openly communicates its pay structures and any initiatives addressing potential gender disparities. 3️⃣ "Are there specific programs or initiatives aimed at promoting diversity and inclusion, particularly in terms of pay equality?" Inquiring about specific initiatives shows your dedication to working in an inclusive environment. 4️⃣ "Can you provide information on the representation of women in leadership roles, and how the company is working to bridge any existing gaps?" Leadership representation is often linked to pay equity. It's essential to understand the company's efforts in promoting diversity in leadership. 5️⃣ "How does the company assess and adjust compensation to ensure fair pay, considering factors like experience, skills, and performance?" Seek clarity on the company's methodology for determining salaries to ensure that compensation is fair and unbiased. #GenderPayGap #EqualPay #PayEquality #EqualityMatters #BreakTheBarriers #WomenEmpowerment #StandUpForChange #FairWages #EqualOpportunity #GenderEquality #WORK180 #CareerGoals #JobInterview #JobApplication #JobTips #JobSeeking #JobHunter #JobAlert #JobSeekerLife #JobHunter #JobSearchStrategies

💫 Happy IWD! For all the fluffy posts today, this City AM piece from Elizabeth Ames talks about what really matters in the fight for gender equity—pay 💰! I’m proud to work for a company that has transparent pay bands both internally and in external job descriptions, that never bases incoming salaries on previous earnings, and has clear criteria for promotion and raises. Indeed, as Elizabeth says, “we have often paid new recruits more than they have asked for at interview.”As is so often the case, transparency is always the answer. More below ⬇️ #genderpaygap #paygap #paytransparency #iwd2024

Loved this op-ed written by a friend of a friend about pay transparency. This. This is how you design a comprehensive compensation philosophy that is fair, equitable, and consistent. Aim to be an organization committed to pay equity for all. Some of my favorite snippets from her writing: ⚫ Whilst well-meaning, all of these solutions place the onus for fixing the gap on the women who are impacted by it, and not the companies perpetrating the problem. ⚫ Why aren’t we asking organisations to implement a practical and easy solution? Commit to pay transparency. ⚫ We never base incoming salaries on previous earnings. In fact, after reviewing their skills and experience against our career progression policy, we have often paid new recruits more than they have asked for at interview. ⚫ The truth is that companies that value their staff fairly and are transparent about salaries create a culture of trust and respect, improving retention and making themselves more attractive to potential recruits. Need help navigating creating a culture of pay equity with your company? Don't know where to get started? JAJ Consults is happy to help.