Gapsquare Blog

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

Why Hiring Senior Women Will Not Close The Gender Pay Gap

Posted by Michelle Gyimah on Jan 15, 2019 10:14:00 AM

Gender pay gap reporting has come a long way since its inception as a voluntary measure buried in the Equality Act 2010. Today it is big news as employers with 250+ employees must publicly report their figure.

Gapsquare provide an amazing service to not only make this easy for employers to do but also make their data collection much more meaningful. This is why Equality Pays works closely with Gapsquare to ensure that employers are able to measure their pay gaps with accuracy and interpret the data easily.

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I'm Michelle Gyimah, Director at Equality Pays a gender pay gap consultancy and I've been busy reviewing a number of gender pay gap reports. A large proportion of firms have stated that simply hiring more women at senior level is their plan to close their pay gap. With no more detail on why or how.

However this approach is not sustainable or effective for three reasons:

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Tags: gender pay gap, reporting, pay gap reporting, 2019

PRESS RELEASE: Innovative tech-equalities start-up offers a universal formula for partner pay reporting

Posted by Hazel Lush on Nov 14, 2018 10:04:12 AM

Actions for Partner Pay Reporting are great, but how do you make the data comparable? Here’s how.

A pioneering tech-startup has published unique guidelines on partner pay in collaboration with ten of the country’s best specialists and law firms, offering firms the most practical partner pay guidelines yet.

In the wake of the Law Society’s recommendations on reporting partner pay an innovative voice has emerged to offer a fine-tuned set of guidelines on reporting partner pay, including the exact equations to use in your calculations: “Having worked a great deal within the legal sector to support the gender pay reporting process, we knew that an issue was emerging around creating unified framework around partner pay reporting. We put together a working group focused on the data aspect of reporting partner pay and bringing together the wisdom of 10 voices in the sector” – Sian Webb, VP at Gapsquare

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Tags: Legal sector, Partner Pay, Press Release

Gapsquare 'breaks twitter' at Oracle Open World, San Francisco

Posted by Hazel Lush on Oct 26, 2018 2:14:36 PM

Oracle OpenWorld is an annual Oracle convention for business decision-makers, IT management, and line-of-business end users with Oracle. Gapsquare joined Oracle Open World in San Fransisco this year, bringing the pioneering idea that tech can and will help close the gender pay gap to some of the most innovative companies and organisations in the world. Check out Zara and Sian's trials and tribulations and learn how they 'broke twitter' ;) through this video series.

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Tags: Technology, Women in Tech, Oracle Open World

Bringing your pay gap policy to life: A public sector approach

Posted by Eve Russell on Oct 11, 2018 3:19:07 PM
Gapsquare are proud to share an article by our partner Eve Russell, a HR professional with over 10 years experience working in the NHS, and who has recently spent time with the Harvard community developing her insightful perspective around equality and diversity. Below Eve shares her thoughts on how the public sector can move forward on the pay gap. 

The Gender Pay Gap - What next for the public sector? 

As we know, in April of this year regulations came into force requiring any business with 250+ employees to publish data relating to its Gender Pay Gap (GPG).  The public sector has had to be ahead of the game, with a GPG publication date of March – although all the other rules applied in exactly the same way. The results were unexpected: according to the Office for National Statistics (ONS), men earned 18.4% more than women as of April 2017. Or viewed a different way, of the 10,000+ employers who met the reporting deadline, 78% paid men more than women, on average . The Public Sector complies with this clear trend and, whereas in the private sector the gender pay gap has decreased in the last twenty years,  the public sector is just beginning to tackle the issue head on. Given the World Economic Forum’s projection that it could take a staggering 217 years to close the GPG, it’s great to see some proactive work in the sector and I look forward to seeing this progress. This article seeks to explore what’s going wrong, and what needs to be done to put it right.

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Tags: public sector

Closing the gender pay gap in the legal sector: quod est necessarium est licitum

Posted by Zara Nanu on Oct 4, 2018 12:08:17 PM

 

Law firms are pro-active in looking at their data for answers on the gender pay gap, but can they lead the way?

Over the past year, all UK law firms with over 250 employees have had to disclose their gender pay gap as part of a new set of pay transparency regulations. These firms have been pro-active in doing so and have reported various pay gap figures. In the top 25 law firms by turnover, some have reported pay gaps as high as 39% median (Linklaters), and others as low as 12% median (DLA Piper).

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Tags: Legal sector

Greater London Authority: How Gapsquare helped us lead on closing the pay gap in the public sector

Posted by Hazel Lush on Sep 20, 2018 4:10:42 PM

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.

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