Doing Your Bit To Improve The Battle of The Sexes
How can you capitalise on diversity in your business?
Do you wonder what the difference is…between the equal pay gap and gender pay gap? Is it a battle of the sexes that will drain your resources, or an opportunity to capitalise on the strength of diversity within your business?
The good news is that you’re not alone, but it’s really important to grasp this and understand the differences, so that the actions you take are within the right areas, for the right reasons, so that ultimately you can achieve the right results.
So, what's the difference?
The gender Pay Gap: Is a measure of the difference between men’s and women’s average earnings across a company or the labour market.
The equal Pay Gap: Is about men and women in the same employment performing equal work and not being paid equally for it.
So, what do we know so far?
We know that Women and men have been entitled to equal pay for equal work ever since 1970, when the Equal Pay Act was introduced. In 2010 the law on equal pay has been set out in the ‘equality of terms’ provisions of the Equality Act 2010. These provisions include basic pay, and ‘pay’ is inclusive of occupational pension benefits, non-discretionary bonuses, holiday pay, sick pay, overtime, and shift payments. ‘Pay’ also includes non-monetary contractual terms such as leave, company cars, or access to sports and social benefits.
So, how can you close the gap?
The ideal result is of course that the pay gap between genders becomes non-existent, but for that to happen there are several things that need to be addressed. To help you and your business to do this here are some important key drivers and information to support you on that journey:
Things you can do...
Transparency and targets: Be very clear that what gets measured, gets managed, and what gets measured is clearly communicated to all involved.
Build coalitions: Include men in your gender diversity debate.
In the UK, the campaign to double the percentage of women on FTSE boards has made tremendous progress by building a broad-based coalition across business, government, advisory groups, and the media.
Girl Power has taken a new step forward and connections, networking, and empowering women to get better at recognising and celebrating their competence and become more confident at shouting about it, is very much on the increase.
So, how can you help improve the battle of the sexes?
Recognise and commit to a changing culture: Here are several examples of what good practice looks like:
- improve Workplace flexibility
- performance reviews that focus on informal ongoing conversations and outputs, not face-time
- reverse mentoring, where millennial women coach middle and senior managers on how not to behave
- mixed shortlists and recruiting selection panels
- sponsorship of key maternity returners and other talented women
- put in place unconscious bias and diversity training sessions
- update Policies, Processes and include do's, don'ts and what's acceptable
If you would like help with creating a diverse business, and connected to the right people and workplace solutions, get in touch at: email@example.com
Disclaimer: The information, data, used and any techniques, ideas and skills shared in this and all publications are done so for the purpose of individual and business guidance and support only. Data and Information changes constantly within the legal and statutory systems and we highly recommend that you always check and work with any information through your own legal and support process.