The team at Gapsquare work directly with over 130 companies, supporting them to analyse their gender pay gap both in the UK and overseas. Our expertise is in processing the data around equality and diversity, as well as driving a business forward in making tangible changes. We are passionate about doing this because, quite frankly, ending the pay gap is great for everyone involved. Here's how you can gain a return on investment after reporting the gender pay gap.
Working with Zara Nanu on her thriving project Gapsquare has been a whirlwind, I've watched as the company moved from strength to strength, to Berlin, New York and Paris, heading to global conferences, accelerator programmes, tech demos and working with hundreds of companies on gender pay gap reporting in the UK.
But Zara also always finds time to be a great leader at Gapsquare, from small things like reminding us to take breaks in the office, take walks when we're demotivated, or to step out of the box to gain inspiration - to bigger things like motivating the entire team whilst juggling the company (and still getting to school to pick up her kids). It often left me wondering, what is it that makes someone able to lead in this way.
Recently, in a conversation about her experience as CEO, the week before Mother's Day, I asked her about her leadership style - what is her secret?
Easy, she says: "being a good leader is a lot like being a good parent".
Is the public sector being left behind? Not any more.
Gapsquare will be speaking to European governments at the Vienna conference designed to bring tech start ups, innovators, enterprises and the public sector together. The conference creates opportunities for new enterprises to connect with the public sector to drive partnerships that benefit citizens worldwide. Gapsquare's CEO Zara Nanu will be sharing Gapsquare's expertise in tackling ethnicity and gender inequality in the workplace using tech.
Keep in the loop about this event and pay gap and equalities issues in general by signing up to our newsletter.
Today is a milestone day for Gapsquare as we launch an enhanced version of our software – version Emmeline - our most expansive pay gap analysis tool yet.
The name is in honor of Emmeline Pankhurst, leader of the suffragette movement who helped some women get the right to vote. In 1999 Time named Pankhurst one of the 100 Most Important People of the 20th Century, stating that "she shaped an idea of women for our time; she shook society into a new pattern from which there could be no going back”.
This is very relevant for our software as we have developed it to be used by businesses to shake their operations into a new world without the gender pay gap. The software helps businesses make the most of their female talent, and therefore ensure growth beyond any competitors.
So what is so different in Emmeline compared to Gapsquare V2 we had until now? Everything. Below are the three key points that set Emmeline on the path to narrowing the gender pay gap and how they will help you with your gender pay analysis.
With Gapsquare, we can do it by 2034
The University and College Union announced last year that it was going to take forty years for the gender pay gap in UK higher education to close.
For academics, the gap stands at 12% and has been slowly decreasing in the last few years.
The UCU says that this equates to a shortfall of £6,103 per year for each female academic. In total, this £528 million per year.
The gap is also larger at the so-called ‘elite’ Russell Group institutions at 16.3%. With less than six weeks to go before the gender pay gap reporting deadline, none of these institutions have reported.
In fact, less than 3% of universities have reported into the government portal - out of 109 universities in England, and 130 in the UK, only 3 have submitted: Leeds Art University, University of Salford and University of Kent. At the current pace of change, by the time I retire, the gender pay gap will still exist in academia.
Looking to increase women's participation in all levels of economic life, Dr. Zara Nanu will be acting as roundtable discussant at the Seventh Annual World Pensions & Investments Forum, Paris, 22nd & 23rd March 2018 - she will be directing a debate on how we can empower women to fully engage at all levels of businesses and organisations.
According to Zara, the issues being discussed remain important and crucial to tackle for the benefit of all:
"Why do we want women on boards? Catalyst claims that the Fortune 500 companies that had the greatest representation of women board directors had a higher return on investment, return on sales and return on equity. When women prosper, companies join them, and when companies prosper, the economy prospers and this can benefit us all. It's win win."
Read more about Gapsquare and the work we do.
As we move towards gender pay gap reporting deadlines, there are still over 6,000 employers peaking over the precipice of the pay gap, yet to report and still struggling with how to tackle pay gap information – what can we learn from the story so far?
Currently in the midst of pay gap drama are organisations like the BBC, who, having gone beyond the regulations, revealed controversial data that it went on to neither immediately tackle or explain well to its teams or the media. Also in the news are EasyJet who discovered that lack of female pilots and unequal distribution of the genders across the pay quartiles make for a 51.7% pay pay gap. In the last few days we’ve also heard that Wellcome Trust have a pay gap of 30%. The gender pay gap regulations are leaving no stone unturned, no industry, sector or company is immune to the revelations of the pay gap data - but there is no need to panic ahead of the deadlines. We've outlined 6 steps to help you when reporting the gap that you can tackle as the deadline approaches.
The Gender Pay Gap: My inspiration to close it and why Gapsquare is the company to get it done
Tomorrow, I’m spending my lunch break in my office with thirty 11-year olds. Not because we are diversifying our employment practices, but because they want to ask me an important question – What is it like working for Gapsquare?
I’ve given it some thought, it’s a big question, but it sends me back to 2016 when my niece was born – suddenly, there was this innocent baby girl who had been born into a world where she will, statistically, earn less than if she had been born a boy. I knew that, for me with my work history so far in tackling inequality and driving forward change to pave a better world for all, my motivation had taken a tangible, gurgling human form.
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We are excited to announce our recent partnership with Diversity VC, a non-profit which is working to promote diversity in venture capital where currently only "18% investment professionals are women". Diversity VC works with venture capital firms to ensure that the Venture Capital industry is free from bias, fairer and more diverse.