Despite many opportunities over the past century, we have not yet made break through on diversity. Could we achieve more with the help of technology?
For law firms across the country, the 2017 gender pay gap regulations represent an opportunity. As the deadline for the analysis of the Gender Pay Gap and Bonus Gap for the The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 grows closer, the urgency for legal firms is both in demonstrating positive action within their own organisations and in providing clients with necessary legal support and practical guidance for compliance. It’s high time to assume the mantle as leaders in ending the pay gap, and inspire those you work with to do the same.
This time next year, over 7,960 HR managers and senior executives in the UK will be looking at the April pay data like they’ve never done before. They will be looking through a gender equality lens, grasping the gender pay gap percentage and analysing how it impacts their company.
This week I had the privilege of speaking with 7 year olds in Bristol as part of Enterprise week. Of all the meetings and events I had planned, this one was one I was looking forward to most.
Last week, the UK Government announced a consultation on draft regulations for Mandatory Gender Pay Gap Reporting . The consultation is open until the 11th of March and invites feed-back from employers, business organisations, the voluntary and charity sector, women’s civil society organisation, HR practitioners, trade unions, employment lawyers and think tanks.
This year, President Barack Obama is bringing back an issue that was at the heart of the first piece of legislation he ever signed at the White House: the gender pay gap.
As 2016 is fast approaching, so is the government’s major step to tackle the gender gap. In the new year, every company with more than 250 employees will have to publish the difference between the average pay of their male and female employees. Here is what the Prime Minister has to say about it.
A recent report from the Economist Intelligence Unit entitled Big data evolution: forging new corporate capabilities for the long term is looking into the evolution of Big Data and what companies can do to make the most of the data they collect.
Recent research claims that the gender pay gap in the charity sector is higher than the private sector.
Big data is a growing industry and data driven companies are quickly becoming more valuable as they take more informed decisions and increase their bottom line. Large corporations have been leveraging information to their advantage for some time. But big data is not only for big companies – organisations of any size can become data driven. It's what we do at Gapsquare, it's how we plan to end the gender Pay Gap.
Here are some of our tips on how to become a data driven company: