Sian Webb, Partnerships Manager at Gapsquare shares some Gender Pay Gap wisdom with the Talk With Stitch team.
“As someone who spends a lot of my time looking and analysing numbers and figures, not a lot surprises me these days! However, I have been surprised at the number of charities and businesses that are reporting a higher than average gender pay gap and not accompanying it with an explanation or narrative about why they have one and importantly, what they are going to do to reduce it over the coming years.”
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The Financial Times staff are meeting to discuss a strike as a result of gender pay gap data coming to light within the company. Women (and men) at the Financial Times want to hear that their company cares about the issues that are revealed by pay gap regulations but is this what’s being communicated?
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The last five days must have been somewhat of a headache for Tony Hall, BBC Director-General. First, the damning list of salaries that showed that lack of female high earners and gender pay disparity, followed by some of the BBC’s most high-profile female personalities writing a frank open letter calling him to “act now” to tackle the gender pay gap, rather than waiting until 2020 for it to be eliminated. It has certainly made headline news and spread to extensive conversations from within the BBC, the general workplace, to the pub with friends on the weekend.
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Insights from Manchester by Sian Webb – Partnerships Manager at Gapsquare
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education,
gender pay gap,
der pay gap,
women in business
New regulations came into force this April that require companies with over 250 employees to report on their gender pay gap. But what does this mean?
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Gapsquare’s Dr Zara Nanu joined teams of academics, industry experts, government representatives and policy makers at this year’s annual STEM Gender Equality Congress on the 8th and the 9th June where she spoke on Sharing Best Practice Between Industry and Academia.
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Hear from our CEO Dr Zara Nanu and Partnerships Manager on the revelations that Gender Pay Gap Regulations will create.
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According to Lylan Masterman, Principal at White Star Capital bias runs deep for women in tech. Are we tackling the challenges that face women by asking them to hide their identity or does expressing it outwardly work out more beneficial for women?
“the women who are working in technology today know how to triumph over adversity. This is a group that has suffered significant bias in our society — studying computer science or engineering in college, going out into the male-dominated environment of the modern tech world and succeeding despite those biases. And then, many have gone on to start companies in the tech industry despite the well-known challenges there.”
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“Technical skills have always been in demand, but Boards need to create a culture, an ecosystem, around digital and digital thinking and this means increasing their functional diversity. If organisations are not disrupting their industries through digital innovation then they will be disrupted – so Boards need to keep pace to survive.”
These are the words of Harvey Nash, in “Diversifying Diversity – the next Board frontier”, who also mentions that those with digital expertise, capable of getting ahead of the game on digital technology, are yet to be effectively included in boards as technology “does not have the history and framework of qualification and knowledge of, say, finance that has been bedded into Boards for centuries”.
At Gapsquare, a tech-based data-analysis company that is working to end the gender pay gap, this is interesting for two reasons:
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It was a beautiful Friday in the office, and Sabrina, Gapsquare’s youngest team member had had enough of hearing that it would take over 100 years to close the gender pay gap.
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gender pay,
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uk,
women,
women in business
