take-responsibility

The Gender Pay Gap – it’s everyone’s business and everyone’s responsibility

“I’m only human after all, I’m only human after all, don’t put the blame on me” a familiar song on the airwaves. Or alternatively consider Delta Airline’s response to so-called price gouging on airline tickets shooting up in the face of the latest Hurricane to hit Florida “It was the Computer’s fault”…..

We are still hearing about the fall-out from the BBC’s gender pay gap reporting on presenters’ salaries but just this week we have seen a new direction being taken by women working at the BBC demanding action. They want someone to take responsibility and do something about it.

Companies across the UK with 250 employees or more must publish their pay gap by next April yet 6 months in just over 60 companies have reported out of a potential 9,000.

What’s the delay?

Based on our conversations with companies we are certainly seeing a bit of a ‘let’s wait and see what others do’ approach.

For companies that have done the analysis there are several areas they are probably considering:

  • Where do their gender pay gap figures sit within their industry?
  • Are they performing better or worse than competitors?
  • How will they explain the gender pay gap to staff?
  • Will this affect their brand reputation?
  • Will this affect their ability to attract and retain talent?

And hopefully, most importantly, they are thinking how do they close the gender pay gap?

For any companies currently in this scenario we would certainly be advising them to take responsibility and action.

Before publishing gender pay gap figures companies should think about:

  • What are they doing right now to promote diversity and inclusion?
  • How aware are their staff on our diversity and inclusion efforts? Are policies just there to tick a box or do they really impact staff at all levels
  • Have they been making progress in promoting women?
  • If they have equal levels of men and women in lower levels of the business have they researched why more women are not being promoted to senior leadership?

By considering all of the above companies can take a serious look at their approach and be open and honest in their gender pay gap reporting.

The Gender Pay Gap will only be closed by companies taking action and it will be individuals within these companies who take responsibility that will drive forward change.

We can’t blame our human nature or computers for the gender pay gap. We need to accept that it exists, that it’s not acceptable, and that collectively we are all going to do our part to close it.

If your organisation is looking at its gender pay gap and needs support, please get in touch. We’d be happy to talk to you.

Jane Gotts

Director

GenAnalytics Ltd

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A Little Less Conversation, A Little More Action Please

Talk is cheap.

Actions speak louder than words.

All familiar phrases that we hear regularly.

It seems lately that there’s still a lot of talk about diversity and equality in the workplace. We are still faced with reading articles about individuals working for global brands where there are searing misconceptions about men’s work and women’s work but no actions or plans in place to change mind-sets and behaviours. Too much chat and not enough positive action.

Just this week we have had more evidence and insights into the reality of pay gaps across the UK. Research by the EHRC has highlighted that:

Women in Scotland are paid 16% less than men

Ethnic Minorities are paid 5.7% less than white people

Disabled people are paid 13.6% less than non-disabled people.

Data doesn’t lie and this reality tells us that we still have a long journey ahead of us to achieve equality in the workplace for all.

Transparency and legislation is helpful in bringing these issues to the boardroom tables and to senior management forums. However, since Gender Pay Gap legislation was introduced in April we have had 48 employers publishing their data. That’s 48 employers currently out of around 9,000 who will be required to publish their details before April 2018.

What’s often missing from conversations is the absolute economic and business benefit that can be gained by greater diversity and inclusion.

McKinsey research states that ethnically diverse companies are 35% more likely to outperform companies that are not. McKinsey also state that if women could achieve parity with men we would see an additional $12 trillion added to global growth.

In the UK, gender equality would boost female earning by £85bn – though at the current rate of change we’d need to wait another 24 years to realise this benefit!

At GenAnalytics we are working with organisations to help them understand the business benefits of diversity, how they can foster an inclusive work culture, and how they can attract and retain talent.

With many industries citing skills shortages as their number one business continuity concern talent needs to be found beyond traditional recruitment practices. For example, in ICT, only 17% of the workforce in Scotland is currently female.

So we are working to change the record from conversation to action. Bold steps, transparency, leadership, ownership, and acknowledgment of challenges is needed from all our companies.

Our future economic growth and business success depends on it. As do the individuals in our society who should be free to achieve their full potential regardless of background, sexuality, race, gender, or disability.

Jane Gotts

Director

GenAnalytics

gender-equality

The Importance of Engaging Men on Gender Equality – GenAnalytics Research Findings

Evidence continues to prove that diversity in the workplace is good for bottom line business performance, talent attraction and talent retention.

However, despite the evidence, the pace of change to achieving equality is stubbornly slow. Across the UK the pay gap remains 18% yet in some sectors this is as high as 40%. Women continue to dominate sectors where work is low paid and low skilled. Women are underrepresented in growing sectors including ICT. And, in sectors where women have better representation there are not enough women in senior leadership positions.

Achieving gender equality will need focus and efforts by government, the private and public sector and individuals – there is no quick and easy solution.

Men have a major role to play in ensuring women have the opportunity to achieve their ambitions and potential in the workplace. 99% of companies employing 250 people or more in Scotland are run by men. No Scottish companies who are listed in the FTSE 100 are run by women.

Yet men are often overlooked in terms of their importance to achieving equality and their views are not sought or known.

At GenAnalytics we have recognised the importance of men on this key economic issue and the valuable role they can play in identifying the challenges and solutions to solving this.

That is why we have undertaken the first male attitudes survey on gender equality in Scotland through a range of quantitative and qualitative analysis and the results are insightful.

 Workplace Equality

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73% of our respondents believed that we had not achieved gender equality in the workplace in Scotland.

When we asked men to consider if gender equality had been achieved in their industry sector 64% did not consider that it had.

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However, despite a perceived lack of progress at industry and national level 79% believed that both women and men were treated equally within their workplace.

Our research and analysis aimed to gain more detailed insights into individual views and when we asked what the barriers were to achieving equality the following quotes represented some of the views received:

“Male Bias at boardroom level”

“Unconscious and conscious bias in Senior Management”

“Ignoring the problem”

“The Old Boys Network”

“People hire people like themselves so status quo is hard to shift”

“Perception that women lose interest after giving birth”

“Structural sexism in wider society and economy is reproduced in the workplace”

Importance of Equality to Future Business Success

Despite a lack of progress and barriers to achieving equality an overwhelming majority of our respondents recognised that this was vital to the future success of their industry.

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So we can safely assume from our research so far that there has been a lack of progress yet there is recognition that gender equality is important to a business’s future success.

Gender Pay Gap Reporting

As we mentioned at the start of this analysis, the pace of change is still slow and Governments in Scotland and the UK are recognising the power of legislation to drive through change at a faster rate.

This year, all companies employing 250 staff are more will be required to publish gender pay gap information. This will deliver a step change in focusing companies to consider their pay gap and the reasons for it.

Just under a majority of respondents welcomed this legislation believing that additional transparency will reduce inequality. However, we can see from our results that with just under 35% unaware of the legislation there is still work to be done to raise the profile of this new law.

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Views on Gender Quotas

We explored the views of me on legislation to support greater gender equality by asking if they supported quotas for women on public and private boards.

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Just over half of men surveyed did not support the introduction of quotas on public boards.

In addition, a higher majority – 53% – did not support quotas on private boards.

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These results are insightful given the focus at a Scottish Government level to achieve a 50:50 gender balance on all public boards by 2020 and an aspiration to increase women on FTSE Boards over the next few years

Caring Responsibilities

Our survey also sought to understand male views to caring responsibilities and family friendly policies within their place of employment.

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70% of respondents work for an organisation that promotes shared parental leave and encouragingly 55% of men surveyed stated that they would consider using shared parental leave for their own family circumstances.

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Family Friendly Policies

An overwhelming majority of men believed that more family friendly policies will improve gender equality. However, with current low levels of uptake by men on shared parental leave we know there is work still to be done.

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Conclusions

To shift the needle and begin to make real progress in achieving gender equality in the workplace we must engage men at all levels and understand their views.

Men across Scotland recognise the importance of diversity for the ongoing success of the industry that they work in and in their own organisations.

However, they are less likely to support legislation and quotas to achieve change. Given the direction of travel in Scotland and the UK to develop and implement legislation to focus the spot light on gender equality and drive change we need to ensure that we continue to talk about the benefits of diversity.

As we have seen regularly in the last few weeks there are still so many misconceptions about women’s work versus men’s work.

There is also an aspiration for men to use shared parental leave for their own family circumstances yet we know what take up of these policies by men remains stubbornly low.

Achieving gender equality in the workplace is not just the right thing to do. It is imperative for economic growth and the future success of our companies and industries.

There is still a long journey ahead of us but at GenAnalytics we are engaging, talking and working with organisations who want to achieve a diverse balance in their workplace – because they recognise it is the smart thing to do.

 

GenAnalytics

August 2017

(This survey was conducted by GenAnalytics in Spring 2017. Respondents were drawn from the public and private sectors and were at all different stages in their careers)

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Let’s Recognise Progress and A Commitment to Diversity and Inclusion

Whilst we are all enjoying the prospect of summer holidays and (hopefully) more good weather ahead, at GenAnalytics and The Herald we are turning our attentions to autumn and our second Diversity Awards.

We launched the Diversity Awards in Scotland last year to showcase and recognise organisations and individuals across all sectors of our economy who are committed to promoting diversity, equality and inclusion within their workplaces.

It was hugely encouraging last year to read all the entry submissions and learn more about the efforts and energies to drive change and achieve inclusion. What we also found was more and more organisations recognising that this was not only the right thing to do but that there were tangible business benefits by adopting diversity and inclusion strategies and implementing them.

Importantly however we also welcomed entries from organisations who were on the early stages of the diversity journey and who acknowledged that whilst progress had been made there was still a long way to go.

That’s why we are back again this year with the Diversity Awards taking place in Glasgow on 12 October.

We are excited to build on the success of our launch last year where over 350 individuals from a truly diverse background joined us to celebrate and recognise achievement.

Our categories have been designed to encourage applications from the public, private and third sector and from individual champions of diversity and inclusion.

You can read more and get all the information on how to apply here Scotland’s Diversity Awards 2017

Once again, we are also hugely grateful to our partners for supporting this event: City of Glasgow College, Diageo, Taylor Wimpey, MacRoberts, Glasgow Life, Solutions Driven, Skills Development Scotland, Royal Mail, Scottish Power, Standard Life, Wheatley Group, and YSC –  who are absolutely committed to diversity within their own organisations and across our economy as a whole.

If you or your organisation is working to ensure that people have the opportunities to maximise their potential in the workplace and are committed to driving change then we want to hear from you.

Success attracts success and we want even more organisations to be a part of our Awards this year.

We are looking forward to all the entries and to read and understand more about the leadership being shown across Scotland on diversity, equality, inclusion and opportunities for everyone.

Jane Gotts

Director

GenAnalytics