Gapsquare Blog

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

A Conversation with Gapsquare - Oracle Podcast: On Bridging The Gap

Posted by Danting Fang on Feb 11, 2019 2:42:54 PM

In the latest episode of OracleNext podcast, Zara Nanu, CEO and founder of Gapsquare, talks to the host about Gapsquare's use of cloud-based software to narrow the gender pay gap, build equality and diversity into company practices and more. 

In the podcast Zara shares her background and experiences in how she learned to overcome stereotypes and establish Gapsquare with data science and intuitive tech.

Zara also discuss the benefits of joining Oracle’s startup programme, how Oracle both understands founders and customers and how this has helped Gapsquare have impact on diversity practices globally.

 

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Tags: Podcasts

Reasons why it's #NeverTooLate to Increase Gender Diversity in Science

Posted by Hazel Lush on Feb 11, 2019 9:59:24 AM

Today, 11th Feb is the International Day for Women and Girls in Science, and at Gapsquare, we are passionate about building equality and diversity capacity across all industries. That's why we are working with the incredible Interactive Scientific to start the conversation about why it's #NeverTooLate to engage and sustain gender diversity in science-based workplaces and education. 

Do you have a story about getting women and girls engaged in science? Did you come to a science career late? Or perhaps you're building a more inclusive science-based workplace. Tweet us @Gapsquare and tell us why you think it's #NeverTooLate. 

Gapsquare uses intelligent and intuitive tech to give employers insights into a range of fair pay data and has therefore seen a range of responses to lack of gender diversity across industries. So – where does science come in terms of gender equality? Read on to learn about the gender pay gap in science and hear the thoughts and experiences of Caroline Clarke, Director of Operations, KETS Quantum Security and Charlotte R. Bermingham, Chief Technical Officer and Co-founder at Vitamica on how they are revolutionising the world of science. 

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Tags: women in science

Press Release: Gapsquare prepares to scale FairPay® software with new board appointment

Posted by Hazel Lush on Feb 7, 2019 10:03:51 AM

Bristol, UK – 7th Feb, 2019. Gapsquare, the cloud-based software innovator empowering companies to analyse pay gaps and make data-driven changes to close them, has today announced the appointment of tech entrepreneur and CEO of Ultrahaptics, Steve Cliffe, to its board. 

 Commenting on the role, Steve Cliffe said, “Gapsquare are a fantastic example of how machine learning and big data can be used to effect positive social change. The World Economic Forum currently predicts it could take 217 years to close the gender pay gap. That’s not good enough, and I’m delighted to be working with a company using technology to accelerate this.”

Governments around the world are legislating for pay transparency, and equality-conscious Generation X,Y and millennials now make up 60% of the workforce.

Gapsquare’s customers already include Condé Nast, Vodafone, Serco and Osborne Clarke. To date the firm has analysed the wages of over 270,000 employees in the UK. The software delivers insights not just into gender pay gaps but also a wider range of diversity and equality data including the ethnicity pay gap, equal pay, regional disparities and more. 

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Tags: Press Release

This Tool Will Do Your Gender Pay Reporting 2019 For You

Posted by Hazel Lush on Feb 6, 2019 4:57:42 PM

We’ve all heard the bad press, the context of the BBC Pay Gap scandal, reports of companies publishing incorrect pay gap data and increasing dramas around pay disparities. But we’re here to tell you that a glimmer of hope has emerged - Tech-start-up Gapsquare is providing international corporations and public sector bodies with instant pay gap reports that are correct, reliable and provide intuitive action plans. Using cloud-based analytical tools, Gapsquare, run by a combination of tech experts and specialists in equality issues, has saved companies thousands of hours of staff time in the last year alone, guiding international organisations such as Vodafone, London Metropolitan Police and Osborne Clarke through reporting pay inequalities and, for some, expanding this reporting to the ethnicity pay gap.

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Tags: Technology

Ethnicity Pay Gap Reporting - 5 Things You Need To Know Ahead of the Regulations

Posted by Hazel Lush on Jan 21, 2019 1:54:49 PM
 
It's 2019 and companies have survived their third year of gender pay gap reporting and whilst reporting the pay gap has not been   without its problems,  the world has already changed a great deal since the UK regulations were released. 
 
We are seeing that employers now understand, talk about and engage with gender equality. The pay gap is   increasingly talked about in the boardroom and bringing up the gap is not met with confusion these days as often as it is with a determination to do much more.  Another thing that emerged as a result of the regulations was that  the conversation began to turn to ethnicity pay. 
 
Companies large and small are looking to lead on inclusive diversity practices & the possibility of EPG regulations coming into effect soon have increased the sense of urgency around this. But how can you get started? Take a look at our 5 top tips based on our recent ethnicity pay gap report. 

1 -  Don't Underestimate The Task
The great thing about gender pay gap reporting was that it required A) data most companies have about their employees and B) a single comparison between binary factors (Male, Female) but things aren't so simple with ethnicity pay reporting: 'many organisations either have not collected or have low levels of data on the ethnicity of employees' argues the report, so now is the time to start recording this data, and the report suggests some useful ways to get started. 
 
The report also argues that 'it would be highly inadequate to limit ethnicity pay gap reporting to a binary option, i.e. BAME earnings as a percentage of White earnings'. Read more to find out why.
 
2 - Know The Causes, Turn Them Into An Action Plan
At Gapsquare we are strong advocates of communicating well when it comes to publishing equalities data and ethnicity pay reporting will be no different. In fact, it might be the case that the need is even greater with reporting the ethnicity pay gap.
 
There are a number of subtleties, outlined in Ethnicity Pay Gap Reporting: Are You Prepared?, that could cause a lot of harm in terms of public and internal relations which can be mitigated with an excellent understanding of the data and a communications and reporting approach that is clear is so essential. Having incredible data insights is no good if employees aren't sure how to interpret these. 
 
Ethnicity Pay Reporting argues that action plans and great communication is essential: "This paper firmly believes there should be a requirement for an action plan. This would give employers an opportunity to confirm their commitment to addressing the causes of pay disparity, establish measurements for year on year monitoring and to demonstrate to their employees and customers alike, that equality, diversity and inclusion are important."
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Tags: ethnicity pay reporting

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