The recent gender pay gap reports from many organisations illustrate real progress is still needed if we are to achieve gender parity. Figures for the whole of UK show a pay gap of 18% and in many organisations, it is much higher. It’s generally agreed nationally, contributing factors to the gender pay gap include:
· Women’s under-representation in sectors such as engineering, manufacturing and ICT
· Women’s under-representation in senior roles across all sectors; and
· Women’s dominance in low paid, part time work where there are few opportunities for progression.
But it’s much more complicated than that!
At The Glass Lift we believe gender pay gap reporting regulations are just the first step in the journey to gender parity.
The gender pay gap is a complex and difficult area to address, it requires a deep understanding of the culture of an organisation and real sustained commitment to progress.
There is no simple fix and many of the interventions currently being proposed may result in negative rather than a positive impact!
If reporting is to have the desired impact of reducing the gender pay gap, organisations need to interrogate their pay gap figures, research and fully understand the causes specific to their organisation.
Only then will they be in a position to implement effective solutions that will make a real difference and result in the long term changes to culture needed to reduce the gender pay gap.
We support our clients to improve gender balance and reduce their gender pay gap while creating strong and confident leadership teams that enjoy the benefits of a more inclusive culture.
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