At Gapsquare, we were proud that the Greater London Authority (GLA) chose to calculate their gender and ethnicity pay gap numbers using the Gapsquare Software, and inspired to hear that Patrick, their Human Resources Manager subsequently joined us on secondment to continue to address pay inequality with Gapsquare, and at the same time, build a better future for his daughters.
At Gapsquare, we are often reminding our clients of the subtleties when we talk about the gender pay gap. Although it’s the pay gap that is often used in the media as a blanket term for a symptom of workplace inequality, there are individual issues - return to work schemes, the impact of salary sacrifice programmes, issues in recruitment and retention and the impact (or lack of impact) of parenthood on our careers, that have to be taken into account. The pay gap in your company is complex and it is filled with lessons to help us improve as employers - but in the meantime, there’s a lot you can be doing to immediately improve your employees’ lives.
In this #NPW18 special our partner PayDashboard are taking on the importance of making the most of the marriage allowance and knowing your rights when it comes to pay, asking you to look at the short term, as well as long term opportunities for improving employee income.
Tags: Employee Allowances
Companies are increasingly looking at payroll data to identify inequalities, becoming adept at understanding pay gap and equal pay issues but it's time to move beyond this level of data, as we also begin to take in the tie-in between Savings and Share Plan take up and wider pay inequality - and in a world that requires us to understand these issues, knowing the facts has never been more important.
Tags: Share Plans
Welcome to the first #FridayThoughts blog from Gapsquare - which is based on our weekly newsletter.
The Gapsquare team like to keep up-to-date around the equality and diversity challenges facing companies and the discussions that result have inspired us to keep working to support change in the world of work. In our #FridayThoughts newsletter, we share the most debated articles from the Gapsquare office - Open to conversation and insights from you.
This week we have an award-winning campaigner and recruiter shares 5 Key Strategies for Closing the #PayGap & Building Truly Inclusive Workplaces, there's talk of the end of the 9-5 working day and some rather shocking statistics around the salaries of CEOs in the USA.
3 Minute Read:
5 Key Strategies for Closing the #PayGap & Building Truly Inclusive Workplaces
We were excited to see that the UK Government has released 'Actions to close the gender pay gap', a toolkit of key ideas on how you can take on the pay gap and work to close it. The actions are things such as 'Include multiple women in shortlists for recruitment and promotions' and 'Introduce transparency to promotion, pay and reward processes', which are, in our view, some brilliant ideas for moving forward on the pay gap and for the wellbeing and retention of your staff as a whole.
However, we also wanted to draw your attention to the following statement in the toolkit:
"Employers who use high quality data to understand the drivers of their gender pay gap will be able to target their actions and therefore deliver the most effective results."Our VP, Sian Webb puts it as follows: "A blanket approach to closing the gender pay gap, whilst it has its benefits and reveals some of the important actions companies must take to improve workplaces across the board, misses the importance of tailored, appropriate approaches to the gap. It is, as the government toolkit mentions, important to understand your data before you start investing heavily in actions that are not appropriate or helpful to your employees, and which won't close the gap. Companies could potentially be wasting a lot of time and money, and having no impact whatsoever'.
Osborne Clarke, an International legal practice, with offices situated around Europe, Asia and the USA and Gapsquare, leading provider of pay disparity and pay transparency analysis tackle key issues around completing equal pay audits.
Tags: Equal Pay
In her previous job, our CEO Zara Nanu considered herself a superhero, supporting women to move out of incredibly challenging situations and into work , but by doing so, she became aware that the difficulties weren't over. Gaining access to the workplace was not the end of the battle for women, there was still a lot more to do.
Tags: Ted Talk
Gapsquare are excited to announce that we will be joining the Oracle StartUp Cloud Accelerator Programme. Working under the mentorship, tech and business support of the Oracle team in the programme's coworking space, Gapsquare will also gain the ability to provide its pay disparity analytical tools to the hundreds of thousands of customers Oracle already works with.
Tags: Accelerator Programmes
People will make or break a business. More diverse people will go even further and make a business innovative, challenging and perhaps even more importantly, profitable. On average, a business with diverse teams will have access to increased market share and 9% higher EBIT.
But how can we build more diverse businesses when current data shows companies have high gender and ethnicity gaps? These manifest themselves both in low proportions of diverse employees as well as high pay disparities for these groups. It does not seem businesses are making the most of powering growth with the right people.
"217 Years, for the women you work with to be operating on a level playing field, for our daughters to be in with the same chance at success as our sons."
Want to learn more about the gender pay gap? Watch the Invest In Diversity Video Series below.
Interested in tackling the gender pay gap, enhancing female progression and diversity in your business? Gapsquare and Opus Talent Solutions discuss the key issues and opportunities around the pay gap. Video by Opus Talent Solutions.