Gapsquare Blog

Fair Pay: Global Impact begins with Local Change

Posted by Business West on Feb 19, 2020 11:30:00 AM

By James Durie, Chief Executive of Bristol Chamber of Commerce & Initiative at Business West

We’re a pretty forward-thinking bunch here in Bristol. As the first English city to vote in favour of an elected mayor, the city of Banksy and Britain’s only green capital, we have a proud history of pushing against the status quo, not just accepting what’s offered but often following our own path when it comes to realising a better future.

Since the late 1980s, business has organised itself to be a powerful driving force behind a number of positive developments for our city region and its communities, playing a key role in efforts to make Bristol a fairer and more inclusive place, which is open and welcoming to all but also focused on enterprise and increasing prosperity. One of the latest developments to have galvanised business support is the project to recognise Bristol as the UK’s first real living wage city.

In January 2020, we were proud to see that the ‘Bristol Living Wage Action Group’ was launched to raise awareness of the economic and social benefits of the real living wage and to encourage local businesses to get accredited by the Living Wage Foundation. As it stands, 165 employers across the city region are committed to paying the real living wage of £9.30 an hour (including my own organisation Business West), and the group aims to double that number by 2023.

If, as a city region, we are able to meet this bold and ambitious target, it will lay down a marker for just what can be achieved to tackle economic exclusion and improve people’s lives at a city region level.

Bristol is unique among UK cities in that it has in place the key fundamentals to tackle economic exclusion on the ground: an engaged business community, strong city leadership and a clear long term agenda for change in the shape of the One City Plan.

Realising our ambition of becoming a real living wage city, then, is not the end game, it is a springboard to achieving our long-term vision of tackling a whole host of interrelated issues such as the gender pay gap, for instance.

What's it got to do with the Gender Pay Gap?

Real living wage city status will be a step in the right direction in terms of narrowing the gender pay gap, as tackling the issue of low pay and the gender pay gap are closely intertwined. However, solving the gender pay isn’t simply a question of paying women the same or more than their male counterparts.

The gender pay gap is a much more complex issue, which stems variously from occupational segregation (i.e. more men in higher paid industries), vertical segregation (too few women in senior positions), women's overall paid working hours and barriers to labour market entry. Various factors contribute towards the gender pay gap in society and it requires a fundamental shift in terms of education, legislation and corporate governance to begin to narrow it. Yet, despite the seemingly gargantuan task of closing the gender pay gap once and for all, I am optimistic that this is an issue upon which Bristol can take a lead.

Our strong city leadership and engaged business community, gives me great hope that we can begin to tackle issues at a city-region level that we would not have even dreamt about tackling previously. Our unique position means that Bristol has to be bold and lead - like it has done so many times in the past - on the issue of the gender pay gap to carve out a pathway toward a more open, inclusive and sustainable future. What’s more, we already have two incredibly inspirational entrepreneurs leading change in our city: Kalpna Woolf and Dr Zara Nanu.

Kalpna Woolf heads up BeOnBoard - a Bristol inspired programme that identifies emerging leaders from diverse backgrounds in terms of ethnicity and gender and supports their development by providing the training required to make them board-ready, whereas Dr Zara Nanu is the brains and driving force behind Gapsquare - a leading cloud based software company that has been incubated in this city and enables organisations to analyse and solve their gender pay gap. In her words, ‘for impact to be long-lasting and far-stretching, it needs to focus on the local context and build outwards. Somewhere like Bristol - which we know is sold on the fairpay agenda - is a perfect place to start.’

With such committed business leaders and an engaged, responsible and progressive business community that wants to see change – we believe that local innovation can tackle economic exclusion and shrink the gender pay gap in a way that reaches beyond the regions we are in. We believe that local change can transform work on the global stage.


We develop software that will revolutionise how you measure and end pay gaps in
your company. Generate gender pay gap reports, ethnicity pay analysis,
equal pay audits and beyond at the touch of a button.

For more information, visit our website or get in touch via email.

Understand, Visualise & Report 

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Tags: gender pay gap, gender pay gap reporting, reporting, pay gap reporting

Press Release: Data innovators combine forces to launch 'Fast-Track GPG' service

Posted by Gen Analytics on Jan 14, 2020 11:34:48 AM

GenAnalytics Ltd, a data insights and analytics consultancy, and Gapsquare, a payroll data specialist and fair pay software company, today announced the launch of a collaborative package designed to help companies easily, efficiently and accurately comply with UK gender pay gap reporting legislation. 

Almost 12,000 companies in the UK, who employ more than 250 staff, must publish their gender pay gap figures on an annual basis i.e. the difference between male and female earnings across the organisation. 

With the third year of gender pay gap reporting currently underway, the need for companies to continue to differentiate their narratives and action plans from competitors is at the forefront of C-Suite agendas. Gender pay analytics can be complicated and time consuming and with 1 in 6 employers reporting incorrect data in 2018, the pressure is on to get pay gap data right. 

The Fast Track package, drawing on the expertise of both GenAnalytics and Gapsquare will streamline companies’ reporting process and keep it simple. The package includes:

  • Fast tracked data analytics ensuring compliance with gender pay gap reporting legislation (including access to the Gapsquare software)
  • Or Verify existing gender pay gap data to ensure accuracy prior to reporting
  • A tailored gender pay gap narrative action plan
  • A fully designed report that can be uploaded to the UK Government’s gender pay gap portal

Find out more

Jane Gotts, Director, GenAnalytics said “Our vision is to deliver greater insight and information to our clients around Gender Pay Gap analysis. We are delighted to be working with Gapsquare to offer this service to companies across the UK. We both share the same vision to support companies to understand and ultimately close their gender pay gap as we know that diverse companies perform better than their competitors. 

 Dr. Zara Nanu, CEO and CoFounder, Gapsquare, said: “This exciting collaboration with GenAnalytics comes just in time for the UK reporting deadline.  Our data expertise paired with GenAnalytics’ insightful narrative writing makes an easy, accessible fix for companies hoping not only to comply with legislation, but to go a step further and promote a transparent, strategic and vital plan for change.”


GenAnalytics is a research and insights consultancy based in Glasgow and is focused on the application of data and analytics to drive business performance through greater diversity and inclusion in the workplace.

Gapsquare’s software helps companies analyse their HR and payroll data to understand where and why they have pay gaps, using machine learning, pattern tracking and years of D&I experience to help build a fairer world of work.

Find out more


We develop software that will revolutionise how you measure and end pay gaps in
your company. Generate gender pay gap reports, ethnicity pay analysis,
equal pay audits and beyond at the touch of a button.

For more information, visit our website or get in touch via email.

Understand, Visualise & Report 

Read More

Tags: gender pay gap, gender pay gap reporting, reporting, pay gap reporting, fast-track

This Election will Transform your Workplace - Vote for Gender Equality & Fair Pay

Posted by Gabi Spiro on Dec 9, 2019 5:01:18 PM

Creating a workplace that is diverse, inclusive and productive should be a priority for employers and employees across the globe. Considering these issues when you use your vote in the UK General Election on Thursday could not be more important, especially now that more of us than ever before are working. At Gapsquare, we’ve seen how important legislative and company policy is to building a fairer world of work and changing public perception around fair remuneration. We urge you to think about the following workers' rights, diversity, equality & inclusion, and pay policies when you cast your vote this week.

Workers' Rights are Women’s Rights

We’re delighted to read that all the major parties propose policies to improve workers’ rights and build sustainable and fair businesses around the country.* As well as making business sense (happy employees stick around for longer) Gapsquare have seen correlation between worker’s rights and a shrinking gender pay gap. Labour hope to ban 0 hour contracts, whilst Green pledge to close loopholes which allow employers to deny gig workers their key rights - so gig workers would receive at least the minimum wage, and have job security, sick leave, holiday pay and pension provisions.** The benefits of flexible working sees it on the agenda for Labour, the Conservatives, and the Liberal Democrats alike. These policies make it easier for employees to balance work and personal life, and ease parent’s return to the workplace after having children - the lack of which is a huge driver of occupational segregation, representation at high pay levels and, therefore, the Gender Pay Gap.

Care Responsibilities, Children & Leave

Other policies to improve the work-life balance and benefit new mothers are ostensibly a priority across the board, and it’s about time. By varying amounts, Labour, the Conservatives and Lib Dem all pledge to improve paternity leave for fathers; Labour and the SNP wish to extend maternity leave to a year, and SNP also hope to increase paternity leave from 52 to 64 weeks, with 12 weeks to be the minimum taken by the father. This gives parents more time to bond with their newborns and mothers the chance to return to work more quickly. 

"One of the most radical promises is the Green party’s pledge to ensure a pay ratio of 10:1"

Childcare also seems to be a priority issue, with the Tories hoping to fund more high quality childcare before and after school and during holidays. The Green party pledge a whopping 35 hours a week of free childcare for all from the age of 9 months. Research by the Young Women’s Trust and Pregnant then Screwed shows that reducing the cost of childcare could close the gap quicker, and our research at Gapsquare mirrors that of the ONS when it shows that gender pay gaps emerge after the age of thirty, when female employees increasingly have care responsibilities. Implementing policies to encourage fairer parental leave, and improving access to childcare are effective ways to solve an age-old problem.

A Real Living Wage

Similarly a fairer living wage is mentioned in various manifestos - and remains one of our metrics for pay fairness at Gapsquare. Labour pledge to increase the living wage to £10 per hour, the Conservatives to £10.50 (but more slowly), and Green up to £12 for those aged between 16 and 21. The Lib Dems and SNP also mention raising the living wage without stating an exact figure, though Lib Dem commit to setting a 20% higher minimum wage for those on zero-hour contracts to compensate for the uncertainty of fluctuating hours. One of the most radical promises is the Green party’s pledge to ensure a pay ratio of 10:1, so that no one in any organisation is paid more than ten times what the lowest member of staff is paid. 

Expanding & Regulating Gap Reporting 

When it comes to fair pay and pay gap reporting, the Labour Party have a fantastically forward-thinking agenda. They propose to fine companies who don’t devise and implement plans to eradicate pay inequalities, lower the threshold for gender pay gap reporting to 50 employees, extended pay gap reporting to BAME groups and people with disabilities, as well as changing legislation so that women will no longer have to take enforcement action for equal pay disputes, rather making the state responsible for enforcing equal pay legislation. The Lib Dems would also require companies to monitor and publish data on gender, BAME, disability and LGBT+ employment levels and pay gaps, and Green also hope to change the law so it’s easier to take action against employers in unequal pay cases. 

Smashing the Glass Ceiling 

Interestingly this election sees many parties proposing policies to rethink workforce distribution, and these quotas directly relate to pay parity and representation of minority groups at higher levels and pay grades. The Lib Dem’s manifesto is particularly progressive on this agenda, with plans to require all companies with 250+ employees to have at least one employee representative on their board, as well as staff representation on remuneration committees, giving staff in listed companies a right to request shares, and 40% female board representation in FTSE 350 companies. Green are also looking at installing a 40% quota for women on major company boards, following similar legislation in France and other European countries.

"Labour wish to reduce the average full time working week to just 32 hours."

Other interesting fair pay pledges include Labour’s wish to reduce the average full time working week to just 32 hours. We’d love to see the Lib Dems extend the use of name-blind recruitment processes in the public sector and develop free unconscious bias training as a condition of the receipt of public funds, or watch Green ban bonuses exceeding the annual wage of the lowest paid worker in the organisation and work toward pay equity.

Building a fairer future

The workplace is undeniably changing as a new generation of employees demand better rights, and as diversity, equality & inclusion concerns become more and more of a priority. We at Gapsquare urge you to consider how each party hopes to tackle these issues when you cast your vote on the 12th December - vote for a fairer future.

 

* We are aware of that this article doesn’t cover every party of their aims, in part because some do not have manifestos, and in part due to time restrictions. You can find out more about who is standing in your area here.

** A gig economy is a free market system in which temporary positions are common and organisations contract with independent workers for short-term engagements e.g. freelancers, independent contractors, project-based workers and temporary or part-time hires.

Make sure to exercise your right to vote on 12th December


We develop software that will revolutionise how you measure and end pay gaps in
your company. Generate gender pay gap reports, ethnicity pay analysis,
equal pay audits and beyond at the touch of a button.

For more information, visit our website or get in touch via email.

Understand, Visualise & Report 

Read More

Tags: Actions to close the gap, Government Recommendations for Closing the Gap, Equality and Human Rights, 2019

There's more than one vote that matters this December

Posted by Gabi Spiro on Nov 25, 2019 2:28:41 PM

Help Gapsquare win at the British Bank Awards 2020

As a fitting round-off to an exciting year of growth and opportunity for Gapsquare, we’re delighted to announce that we have been nominated for the ‘Pioneer Award’ at the British Bank Awards 2020. 

Because the Financial and Banking sector has the largest gender pay gap in the UK, there’s even more scope for an innovative approach to pay analysis, improved diversity and real, tangible change. To be recognised as an innovator within this sector is testimony to our commitment to accelerating social change with tech.

Vote for Gapsquare

Though it’s an honour to be nominated, it would be even better to walk away with the prize - and that’s where you come in. The winners of the British Bank Awards are determined entirely by votes from clients and partners - from any sector, and from any company - and you can exercise your democratic right here.

We see this as an opportunity to have our voice heard, and to champion fair pay in a deserving sector. And if that’s not convincing enough, each vote puts you in with a chance of winning a £1000 cash prize (see the T&Cs here).

We hope your vote in the British Banking Award is as important to you as another one you might be casting in December.


We develop software that will revolutionise how you measure and end pay gaps in
your company. Generate gender pay gap reports, ethnicity pay analysis,
equal pay audits and beyond at the touch of a button.

For more information, visit our website or get in touch via email.

Understand, Visualise & Report 

Read More

Tags: 2019, Press Release, Financial Sector

How your Law Firm can lead on Fair Pay in the workplace

Posted by Zara Nanu on Sep 16, 2019 4:52:52 PM

Updates

adult-american-blond-1426941

Research shows that legal client's wider international workforce, customers, investors and stakeholders are highly engaged in the diversity, inclusion and pay equity agenda as ever growing legislation is enacted around the globe.

Law firms are increasingly needing to provide an all-encompassing, all-services offering to compete in the legal sector.

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Tags: legal, equality, regulations, gapsquare, business, uk, gender, reporting

Tech & AI Can Make Work More Human - Gapsquare in Delphi

Posted by Hazel Lush on Aug 22, 2019 9:59:31 AM

In a recent Lexxion Delphi publication tackling Cyberwarfare, AI and Democracy and Digital Platforms
Gapsquare's CEO & CTO share how artificial Intelligence, machine learning and other technologies are profoundly changing how we live today. These new technologies & developments are at the forefront of conversations about future workplace dynamics and are set to revolutionise and streamline inclusivity in many industries.

Unfortunately, it is increasingly clear that old biases are being built into AI and machine learning. As Zara Nanu, Gapsquare's CEO argues in Delphi, emerging technology is based on existing biased data, and therefore mirror these biases. Take, for example, Amazon’s scrapped AI recruiting tool, which was created to optimise hiring by observing patterns in successful CVs and looking for these in prospective applicants. Because the bulk of previously successful CVs came from men– reflecting the male dominance in the tech industry – the tool learnt to hire people from this same demographic.

For the team at Gapsquare, now is the time to ensure AI is less biased, more inclusive and fair and represents the best of what it means to be human. AI needs to open doors for a wider range of people and it needs to learn to look beyond old approaches and bias-filled data. 

Read the full article

To achieve this, argue the Gapsquare team, we must start by improving diversity within the tech sector through a combined effort between educational systems, governments and HR in tech industries in order that these technologies are being created by diverse people and reflect unbiased data.

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Tags: Technology, gender pay gap

Measuring the Gender Pay Gap: The 5 HR Metrics Law Firms Need to Know

Posted by Sian Webb on Aug 16, 2019 3:52:59 PM

Law firms have had an interesting few years following the beginning of the UK gender pay gap reporting legislation. 

It’s fair to say that the legislation has, more or less universally, exposed large pay gaps across firms and the wider sector. For the legal sector workforce, the gender pay gap is heavily impacted by the number of female legal secretaries paid a much lower salary than the fee-earning lawyers who have the ability to progress into partnership (at which point, they are then technically excluded from the legislation, due to no longer being considered an employee.) 

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Tags: Legal sector

Public Sector Organisations with over 80% Female employee-base have higher Gender Pay Gaps (and Academies are the worst)

Posted by Hazel Lush on Apr 11, 2019 4:08:27 PM

 

What looking at female dominated organisations teaches us about the public sector gender pay gap  

Bristol, UK. Last week we hit the deadline for gender pay gap reporting for all companies with over 250 employees in the UK but Gapsquare, experts in gender pay gap analysis, are taking a step back and putting their finger on one aspect of the data people are not talking about -  what do companies with more female than male employees look like? And what can this tell us?

The gender pay gap is worse in female dominated public sector organisations

10% of all organisations who have reported so far have what we would define as ‘female dominated workforces’ (more than 80% of their workforce is female). In an interesting twist, the Gapsquare team have learnt that when we look into the public sector data for these women-dominated organisations, the gender pay gap jumps above the national average.

Even more interestingly, private sector companies which are female dominated pay men 3% (on average**) more than women (a better figure than the national average). This figure for the public sector is 14.4%**, showing us that working for a female dominated public sector organisation may not be all it's cracked up to be.

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Tags: Press Release

So you’ve reported your gender pay gap data and the numbers don’t look good - By Catalyst Collective

Posted by Catalyst Collective on Apr 8, 2019 3:51:16 PM

 

What are the top 3 things that companies need to do right now to have better data next year?

by Catalyst Collective

The gender pay gap is not a quick fix. It requires cultural, systemic and structural change to really shift the dial. But there are practical things you can do right away that will start to make a difference. A great place to get started is through our Gender Pay Gap - What Next? Report here

Create gender inclusive leadership models

Women are not broken and don’t need to be fixed. They are navigating organisational systems which are shaped around masculinised models of leadership. The prevailing unconscious leadership model inside your organisation affects the working lives of men and women and this underpins pay gaps, so start getting curious about this. 

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#WomenInScienceDay - I am happy to go to bed thinking of science and wake up thinking of the next experiment I can do

Posted by Hazel Lush on Feb 11, 2019 5:23:11 PM

 

The Winston Churchill Award Ceremony in 2015. : Rebecca receiving her award from Professor Brian Clarke, world renowned architectural artist and 1974 Churchill Fellow.

 

This International Day for Women and Girls and Science, we wanted to share a piece by FRSA Rebecca A B Burton - University Research Lecturer and Senior Research Fellow at the University of Oxford where she reflects on her journey towards an award-winning career in science. A huge thank you to Rebecca for sharing her story. 

What is your role, and what work do you do at the moment in science? What was your journey to working in science like? 

"I am a University Research Lecturer and Sir Henry Dale Fellow of the Royal Society and Wellcome Trust. This research fellowship is aimed at early career scientists and has allowed me to establish myself as an independent Principal Investigator in the Department of Pharmacology, Oxford. I am also an elected Senior Research Fellow of Linacre College, Oxford. My background training is in Physiology and Pharmacology. I would describe myself as a biomedical scientist with an interest in applying bioengineering methods to answer cardiac biophysical questions about causes and consequences of atrial arrhythmias.

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Tags: women in science

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