Gender Pay Reporting, Publishing your Data
This briefing session from Eversheds, with additional speakers from Acas and EqualPayPortal, is intended to help employers understand their new obligations, clarify areas of uncertainty and prepare for the introduction of the gender pay gap reporting regulations.
- Where and when?
Manchester 2 November 2016
London 2 December 2016
London 20 January 2017
Birmingham 26 January 2017
Leeds 2 February 2017
£249 +VAT per delegate. Discounts available for online and multiple bookings. Contact eversheds.com/training
Close the Deal, Fill the Gap
The Close the Deal, Fill the Gap project comes to an end with three national conferences in London, Katowice and Verona, a policy conference in Brussels and a final international conference to be held at the Rome Parliament.
The London national conference will be held at Queen Mary University, where the main findings of the UK work on the gender pay gap will be presented together with policy discussions and academic and expert contribution on the current state of the UK gender pay gap. The conference will engage with key contemporary policy and academic issues and stimulate debate on the pay gap. The conference will be of interest to policy makers and those working on gender pay gap research.
- Where and when?
11th November 2016 in the Collette Bowe Room, Queen’s Building, Queen Mary University of London. The UK team is Hazel Conley (University of the West of England, Bristol), Geraldine Healy and Pedro Martins (both Queen Mary University of London).
The conference runs from 10.30 (coffee) and closes with wine reception from 17.00 – 18.00. Lunch is provided – there is no charge.
For more information: Alicia George –email@example.com
Fawcett: The Gender Pay Gap Conference 2016
Addressing the Fawcett Society’s Gender Pay Gap conference on the 12th October, Minister for Women and Equalities, Caroline Dinenage MP, set out the Government’s approach to the gender pay gap and to gender pay gap reporting.
Sam Smethers, Fawcett’s Chief Executive claimed the pay gap would be “with us for a lifetime” unless there was concerted action on the part of employers and government to close it. Sam set out the major barriers to progress including the less progressive attitudes of ‘barrier bosses’, a significant minority (16 per cent) of recruitment decision-makers who do not believe in equality of opportunity and those people who regard mothers at work as ‘less committed’ to their jobs.
Over one hundred employers attended the conference, and Fawcett is establishing a new Fast Forward Network for those employers who want to do more than the minimum on gender pay gap reporting.
Sam said: “The gender pay gap is a productivity gap. It represents the wasted potential of women’s talents and skills. Research shows that reducing it would see over 800,000 more women in work and add £150 Billion to our economy by 2025. “These findings show that the majority of women are going to be looking for employers who are taking action to address it. It is less having a gap that matters and more what you are going to do about it”
The conference also saw the release of a new ICM poll of 2,000 people which found that women and younger people are significantly more likely to be looking for an employer who is taking action to close the gender pay gap and women are more likely to see it as the responsibility of employers and government to do so.
- 59 per cent of women and 39 per cent of men agree that “it matters to me that my employer or potential future employer is taking steps to reduce the gender pay gap in their organisation”. 17 per cent of men and 5 per cent of women disagree.
- 77 per cent of women and 66 per cent of men agree that “it is the responsibility of businesses and employers to reduce the gender pay gap”, with just 5 per cent of people disagreeing.
- 68 per cent of women and 56 per cent of men agree that “it is the responsibility of government to reduce the gender pay gap”.
- 56 per cent of women and 48 per cent of men agree that we all as individuals have a responsibility to reduce the gender pay gap.
You can watch the conference by clicking here.
Ann Francke, CEO of the Chartered Management Institute, who also spoke at the conference, said: “Diversity delivers better financial results, better culture and better decision making. But according to CMI research male managers are more likely to be promoted ahead of women, and this is holding us all back. Change for the better starts with transparency and targets. The Government’s fairer business agenda, and upcoming gender pay gap reporting regulations, will help open up the talent pipeline.”
Ann also said that the CMI is working with employers to emphasise that better diversity leads to better management practices – which boosts productivity, opportunity and results for all.
You can find the CMI’s August 2016 report Mind the Gender Pay Gap here.
Exploring Gender Pay Gaps: Measuring and Reporting
The GW4 Pay Equality Research Consortium recently hosted a workshop Exploring Gender Pay Gaps: Measuring and Reporting with a view to disseminating the findings of the Consortium’s research, but also to shed light on the causes of gender pay gaps and offer information on the forthcoming gender pay gap regulations.
To read about the workshop, click here.