Gap

2022 - 3 - 11

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Image courtesy of "iNews"

Gender pay gap: Will forcing employers to advertise salaries help ... (iNews)

'Women think they're going to be treated by employers rationally. And actually when you go into a pay negotiation, you have to stand your ground.'

“We’ve also seen a massive uplift in the number of applications we’re receiving, along with a very diverse range of quality candidates. He says there is a risk that female staff will spend relatively fewer days giving “face time” in the office as they generally have the main caring responsibilities at home. Staff feel relaxed knowing that they are being assessed fairly against their peers and the process eliminates the mistrust and suspicion built up when compensation, promotion or reward for good work is a secret exercise. And actually when you go into a pay negotiation, you have to stand your ground. And because men are better at organisational politics than women, they know how to play the game. So could transparency about salaries be all that is needed to scrub out Britain’s persistent gender pay gap?

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Image courtesy of "Bustle"

17 Quotes About Equal Pay From Powerful Women (Bustle)

Pay Equality Day was created in 1996 by the National Committee on Pay Equity as a way to make the public aware of the pay gap between men and women. The date of ...

Latinas deserve to have our power reflected in the culture and in our paychecks." Put on your lipstick, square your shoulders, suit up, and let's fight for a new American revolution where women are paid equal pay for equal work, and let's end wage discrimination in this century once and for all!" We are more than deserving of fair pay for the great and essential value we add to our country’s economy and well-being. This allows us to tell a different and more inclusive story about women, work and wages than the story we tell by celebrating Equal Pay Day days before all women actually earn as much as white men earned the year before." We want to be paid on parity with a man in a similar position." Because of this, the Pay Equality Days for women of color fall even later in the year 2022 — AAPI Women Equal Pay Day is on May 3, Black Women Equal Pay Day is on Sept. 21, Indigenous Women Equal Pay Day is on Nov. 30, and Latina Women Equal Pay Day is on Dec. 8. It had everything to do with what's right and what's fair and with upholding a fundamental American concept: Equal pay for equal play." "If Equal Pay Day 2018 was celebrated on November 1, when all women have earned as much as white men earned in 2017, then Latinas, not 'average' women, are the standard by which the pay gap is measured. It's about the other 24 million black women in America. If I never picked up a tennis racket, I would be one of them; that is never lost on me." For Indigenous women, it's 50 cents, and for Latinx women that number is 49 cents, according to a report by the American Association of University Women. This year, the dates for these Equal Pay Days for marginalized communities are based off statistics that were greatly impacted by the pandemic which caused a shift in when these Equal Pay Days are observed. The date fluctuates every year since Equal Pay Day is meant to symbolize how far into the year women must work to earn what men earned in the previous year. Pay Equality Day was created in 1996 by the National Committee on Pay Equity as a way to make the public aware of the pay gap between men and women.

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Image courtesy of "TES News"

GCSEs 2022: Summer exams 'likely to widen disadvantage gap' (TES News)

Heads' warning over the Covid impact on exam results come as Ofqual chief says awarding differential grades would be impossible.

"Now that is bound to have an impact. GCSEs 2022: Summer exams 'likely to widen disadvantage gap' GCSEs 2022: Summer exams 'likely to widen disadvantage gap'

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Image courtesy of "EURACTIV"

Industry calls for multi-level approach to tackle STEM gender gap (EURACTIV)

Tackling the digital gender divide requires a threefold approach that addresses not only encouraging more women into STEM fields in the first place, ...

Women often “learn by doing”, she said, but it’s essential that they are not left out in the cold once working in these sectors and that, for example, female start-up founders are supported in their work. “It is crucial to motivate careers and work-life balance in parallel”, said De Luca. “Gender equality doesn’t grow on trees”, she said. “The examples that they receive in their social context before school and the educational path play, in my view, a very important role”. De Luca agrees – “there is a huge cultural gap that we have to close. “That means we have to take into consideration what the best solutions are for all these parts.”

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Image courtesy of "Local Government Chronicle"

'The combined authority helped close the viability gap' – case ... (Local Government Chronicle)

Culture: Shakespeare North Playhouse Knowsley MBC, where the combined authority is funding the construction of an Elizabethan playhouse, was knocked back.

Dr Myers praises the combined authority for its accessibility, “right up to the mayor”, adding: “I’m just a young social entrepreneur trying to do good stuff, but you feel listened to and supported. The growing process is energy intensive, but Dr Myers believes vertical farming can be made net zero by renewable energy and its potential to bring about rewilding of traditional farmland areas. With the social enterprise seeking to scale up production and refine its processes it then received just under £40,000 from the combined authority’s future innovation fund. Tea and toast for the community on a Tuesday morning will be just as important as the Friday night theatre.” Liverpool City Region CA has invested £10.55m into building the Shakespeare North Playhouse in Prescot, as well as £8m on upgrades to the town’s train station and transport connections. Its cabinet member for regeneration, Tony Brennan (Lab), puts this down to its councillors “wearing red rosettes”.

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Image courtesy of "Glamour UK"

The Gender Pay Gap Is Fuelling Other Gaps In Women's Financial ... (Glamour UK)

Pensions should also be raised in any conversations about starting a family, as this is where women stand to lose out on huge chunks of pension savings. The ...

At the root of many of the issues in women’s financial wellbeing is a gap in financial confidence. Young people in general are finding it more and more difficult to keep their rent at a manageable level in proportion to their salaries, but this issue is even more pressing for young women. The earlier you invest - even just in tiny increments — the more time and opportunity your money has to grow. With less disposable income to put aside for savings, women may not feel as able to invest their money for the long term. Pensions should also be raised in any conversations about starting a family, as this is where women stand to lose out on huge chunks of pension savings. According to Scottish Widows, the average 20 year old woman is on course to have £100,000 less in pension savings than the average man by the time she retires, while Now:Pensions’ comprehensive report into the same issue highlights how this gap is further exacerbated by other factors such as race, single parenthood and disability.

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Image courtesy of "Leicestershire Live"

Leicestershire Police called out over gender pay gap on ... (Leicestershire Live)

A number of local organisations were called out after publically celebrating on International Women's Day 2022.

The percentage split of police staff is almost the reverse. We recognise that women joining as constables – the lowest officer rank – may increase the gap for a short time. This is different to police staff roles, who are contracted employees. Making up 46 per cent of the workforce, 37 per cent of civilian staff are men and 63 per cent are women. Police officers make up 54 per cent of the workforce, with a split of 69 per cent men and 31 per cent women. For police staff the difference is 5.9 per cent in favour of men.

Does public shaming work? UK bot tests theory with gender pay gaps (HR Dive)

"Employers, if you tweet about International Women's Day, I'll retweet your gender pay gap," the Twitter bio reads. True to its word, this U.K.-based bot quote- ...

Employers that failed to report on time or do so accurately have to answer to the EHRC, its court orders and its fines. That is to say, all of these groups have no legal obligation to write a statement parsing out their gender pay gap numbers. Everyone else, including private and voluntary organizations, must take a workforce snapshot on April 5, to be reported and published by April 4 the next year. The government encourages HR teams to add a "supporting narrative" and action plans. Most public employers use a snapshot date of March 31, and must report and publish their gap by March 30 of the following year. "Employers, if you tweet about International Women's Day, I'll retweet your gender pay gap," the Twitter bio reads.

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Image courtesy of "FE Week"

Colleges defend against gender pay gap Twitter bot (FE Week)

Numerous colleges fell victim, with some commentators accusing them of hypocrisy online. Some colleges deleted their initial posts.

Our lowest quartile is primarily made up of cleaning and catering staff, roles which many organisations outsource and therefore do not include in their gender pay gap reporting,” the spokesperson said. The cause of our gender pay gap is not a result of fewer females in higher paid roles,” the spokesperson said. FE Week analysed available data for 112 colleges between 2018 and 2021. “Last year, the ONS put the overall gender pay gap in the UK in 2021 at a median of 15.4 per cent and many of the organisations who’ve been identified by the bot have gaps that are similar to this,” Moseley said. Currently, 84 per cent of females fulfil these roles at Furness College – something the college says is primarily the reason for their gender pay gap which the spokesperson said they are “working hard to address”. The Fawcett Society campaigns to close the gender pay gap – saying that the issue reflects “inequalities and discrimination in the labour market that mostly affect women”.

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Image courtesy of "World Economic Forum"

3 steps to tackling the global gender gap (World Economic Forum)

Women have been hit harder by the COVID-19 pandemic than men. Crisis response can and should emphasize addressing gender gaps in entrepreneurship, ...

Underpinning efforts in these areas is the need for foundational identification systems for fast, efficient crisis response. To turn these insights into concrete action and national progress, we have developed the Closing the Gender Gap Accelerators model for public private collaboration. Yet the crisis has opened a window of opportunity to tackle persistent and stubborn gender gaps and accelerate progress to equality. Employed in virtually every country, social protection measures have emerged as a primary policy tool for mitigating the socioeconomic impact of the pandemic-inflicted crisis. Centering gender equality in policies that address the effects of the pandemic may allow us to limit backsliding and reinvigorate efforts to ensure a more equal and resilient future. The crucial starting point is providing access to digital connectivity, including addressing the basic need to eliminate gender gaps in mobile phone ownership, followed by the need for investment in new fintech approaches for small- and medium- enterprise (SME) financing. A number of recent adjustments to regulatory frameworks aim to increase financial inclusion – such as relaxing know-your-customer requirements and new flexibility with respect to remote account opening. These should be embedded in COVID-19 policy responses in all countries where gender equality is a challenge. Access to the right information at the right time is critical for making informed business decisions that can lead to successful outcomes. Mobile usage data, such as digital transaction histories, airtime purchases, internet browsing habits, and payments of rent and utility bills, can be used to create important financial records for underserved SMEs which then enable these businesses to access other financial services. And utilizing the untapped potential of women’s talent has positive effects on economic growth at the macro level. Even before the pandemic, women lagged men in financial inclusion, and women were over-represented in the informal sector in low-income countries and had greater interruptions work experience.

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Image courtesy of "Politico"

The woman behind the Gender Pay Gap Bot (Politico)

Katelyn Fossett: How did the idea for the Pay Gap Bot come about? Francesca Lawson: I work in marketing, so I have been the person who has had a load of things ...

Two-thirds of those accused were executed, according to historians.“Unlike the United States, whose own shameful history of witch trials in Salem, Mass., led to official exonerations and victim memorials, the Scottish government had never apologized for the atrocities committed against its citizens, according to activists who have campaigned for a formal apology. In response to a question about whether such a provision would be constitutional, Mary Ziegler, a legal historian, tweeted: “The short answer is that it's complicated.” She linked to a paper by a trio of law professors on the legal and jurisdictional battles that could ensue if Roe v. “Scotland Apologizes for History of Witchcraft Persecution,” by Maria Cramer in the New York Times: “The persecution began in the 1500s and lasted almost two centuries. “The survey shows more women are worried about their finances and the economy as a whole. “But administration officials say she’s not there to make any deals, whether it be on humanitarian aid or the transfer of military equipment. But then we also need to make sure that wages are fair across all levels of the organization and that there’s not one CEO, regardless of gender, sort of raking in millions while there are others on minimum wage. And those are the types of things that, in my opinion, would be quite effective at reducing the gap. And of course, in the UK, we actually have gender pay gap data for all companies with more than 250 employees [because of a regulation that went into effect in 2017]. So we thought, how can we get that data in front of people so that they can better understand what’s going on behind the scenes? And I think that’s partly because to find the studies, you’ve got to go and seek it out. There’s only so much that I can protest here because at the end of the day, they’re going to pull rank and overrule me. The Twitter bot uses data on the pay gap that British companies are required to disclose by a regulation that went into effect in 2017.

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Image courtesy of "Economics Observatory"

International Women's Day: deeds not words - Economics Observatory (Economics Observatory)

This year, on International Women's Day (IWD), many organisations that tweeted their support for gender equality by showcasing positive female role models were ...

In France, both men and women with young children became more likely to believe that a woman’s job is to look after the family. When it comes to men and women, gender stereotypes are hugely important for understanding many differences in behaviours, including the division of childcare. In the UK, the requirement to report and publish has increased women’s probability of working in high-wage jobs (with evidence showing that firms adopt more women-friendly recruitment strategies) and has closed the gender pay gap by reducing men’s real hourly pay. Between 19 January and 30 January 2022 – after the end of the working from home guidelines – 36% of working adults reported having worked from home at least once in the last seven days. Coming out of the pandemic, an increase in working from home could allow people to combine working and caring more easily. This IWD, the reported gender pay gap information was used effectively to name and shame organisations.

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