Gap

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'

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.”

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”.

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.

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.

"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.

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”.

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.