The Jobshare Revolution’s Post

What needs to change so we can fix the gender pay gap? We all have a lot to benefit from this if we get it right. Here are the top 5 areas I see as opportunities to make positive change: 1. Let’s see parental leave as an investment and not a burden. 2. Celebrate and support women in leadership roles - they are not bossy, they are brave. 3. Don’t assume people working part-time are less committed to their roles. 4. Encourage men to take on more active caring roles, care is not just the responsibility of women. 5. Get everyone involved in understanding and fixing the gender pay gap - it shouldn’t just fall on the shoulders of women to fix it. Is there anything else you would add? #genderpaygap #genderequality #womeninleadership

To this, we should also factor the unpaid care work which is mostly performed by woman. Can recommend to read this article https://lnkd.in/drs_VXve #careworkiswork #genderinequality

❌ The Gender Pay Gap is NOT Equal Pay Unfortunately, the concept of Gender Pay Gap often gets confused with Equal Pay… But the Gender Pay Gap is not just about paying women like men. It describes the fact that the overall average earnings for men are higher than women (currently 16% higher!). And the main factors are that: 👉 there are more men than women in leadership roles 👉 there are more men than women in professions that are highly paid 👉 there are more men than women in full-time work The confusion between Gender Pay Gap and Equal pay leads many people to think that has long as men and women get the same salary for the same job, the issue is solved. What we need is a societal change that empowers women, increased pay transparency and a celebration of women’ successes to inspire others ! #GenderPayGap #WomenInTech #GenderInequality

But are we comparing apples and oranges? Although public reporting is an excellent step forward to bring transparency and accountability to the gender pay gap, it worth noting that that men and women aren't often doing the same job to compare pay. With more women stepping off the ladder for carer breaks and re-entering in part time positions to accommodate for families, many women qualified for leadership / senior positions may not actually be in them to compare pay rates. This is again is why women realising their full career potential in addition to (not despite) a career break is such an important piece of the puzzle. #genderpaygap #womeninbusiness #careerbreak #careerdevelopment #maternityleave #womenatwork #womenleaders #womenleadership

20th November 2024. This is the point in the year when, on average, women effectively work for free for the remainder of the year as a result of the #genderpaygap. The Fawcett Society reports that the gender pay gap is now 11.3%, up from 10.7% last year - the equivalent of £631 less in monthly take home pay for women. There is still a large gender pay gap and we know this needs to be addressed, but what can actually be done about it? Leaders have the greatest influence over promotions and pay rises so addressing the problem can start here. Here is a selection of actions that you might want to (ACT ON) rather than consider: #genderpaygap #equalpay 🟩 Support Promotion and Pay Transparency 🟩 Encourage Salary Negotiations 🟩 Re-evaluate hiring, promotion, bonus and benefit packages 🟩 Encourage Male Parental Leave 🟩 Encourage Remote Working 🟩 Diversity, Unconscious Bias and Conscious Inclusion Training

I think we should have: ⛔ Zero "Equal Pay Days" ✅ Gender Representation Awareness Day ✅ Rebrief on the scope of unadjusted pay analysis ✅ Proper understanding of the factors in/outside the control of an org ✅ Exponential increase in statistical thought brought to this subject ✅ 100% more calling 'in' and 0% calling 'out' ✅ Exponential increase in the narrative from organisations (representational changes over time, where talent inflow can't meet a required level to effect change, which policies are working, which aren't) ✅ No benchmarking, more internal year-on-year analysis ✅ Much more use of properly informed working groups so that all key stakeholders are part of this - not just finance or HR or DEI or Learning/Development or Talent Attraction - but ALL OF THE ABOVE led by a Board Member! It's not 🚀 science, but it does require thought, planning and ACTION! The #genderpaygap, like other representational issues, are generational and largely societal, so there's no excuse for phrases like "make the pay gap 0%!" There is however an opportunity for every organisation to properly connect all the stakeholders listed above and work towards greater transparency, inclusion and their version of fairness. And the same goes for other protected characteristics - more thought, fact and action - less fluff! #EPGSummit25 Spktral

Last week was "Equal Pay Day" according to the Fawcett Society. They claim women "start to work the rest of the year free" from the 20th November. When will the next one be? I suggest the 17th February 2025 which is when "men start being paid having worked until then for free". If I've confused you please do read my latest blog (link below)! Both dates are based on one of 30 gender pay gap statistics for April 2024 recently published by the UK Office of National Statistics (ONS). That means there are 30 different possible "Equal Pay Days" we could have each year and perhaps we should mark all of them? Or perhaps the gender pay gap as measured by the ONS is not a useful statistic if one is trying to have an intelligent conversation about gender equality? What do you think? Should we have 30 "Equal Pay Days", none or cherry pick the most convenient statistic for one's agenda? https://lnkd.in/edBycX-y

Did you know? According to Hired.com, Men were offered higher salaries than women 63% of the time. 🤬 Let's work together to close this gender pay gap. #EqualPay #GenderEquality #workingwomen #workingmom #didyouknow #womenempowerment #womeninbusiness #workingmoms #workfromhome #womensupportingwomen

Today (20.11.2024) is Equal Pay Day and for the first time in 3 years the gender pay gap has widened. This is a reminder that while progress has been made, gender pay inequality persists. To read the Fawcett Society Briefing and Report on this issue, please follow the link: #equalpayday2024

It really is time to challenge the narrative around pay inequality #Ethnicitypaygap We will be challenging the narrative at the Ethnicity Pay Gap Summit. Come join us. https://ethnicitypaygap.uk