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It’s time to join Scotland’s Diversity Champions

FDM Group, University of Glasgow, Scottish Water, Royal Institution of Chartered Surveyors, Clydesdale Community Initiatives – what does your organisation have in common with these employers?

At first glance you might not think there are no similarities or nothing in common. But if your organisation has made strides in efforts to achieve a diverse and inclusive workforce then you have more in common than you think.

The third Diversity Awards taking place in October this year is the opportunity for your organisation to join our growing network of Scotland’s Diversity Champions.

In just over two years we have recognised the achievement of over 80 businesses, social enterprises, public sector organisations, and individuals who have demonstrated a commitment to promoting diversity and inclusion for the benefit of all.

Some of these organisations were at the early stages on their diversity journey but could demonstrate impact and success. Some have been working on this agenda for a number of years – mainstreaming this into normal day-day business.

There are a whole range of categories available for entry: large employers, medium employers, small employers, third sector, education, communities, youth employment, public sector – a variety of categories with diversity and inclusion at their heart.

Once again, we are also hugely grateful to our partners for supporting this event: BAE Systems, City Building LLP, City of Glasgow College, CIPD, Diageo, Taylor Wimpey, MacRoberts, Royal Mail, ScottishPower, Standard Life Aberdeen, Wheatley Group, and YSC –  many of whom have been on this journey with The Herald and GenAnalytics from the beginning and 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. Even if you have entered in previous years please consider an entry once again.

It’s always an exciting moment when we start reading all the entries that come in from across Scotland. Don’t miss out on the opportunity to showcase your organisations’ efforts and achievements. But more importantly don’t miss out on the opportunity to join Scotland’s Diversity Champions. The momentum is behind us on this and definite progress being made. Now is the time to ensure we capitalise on this and continue our efforts to achieve a truly diverse and inclusive economy.

Scotland’s Diversity Awards

GenAnalytics August Newsletter

We’ve launched a newsletter where we’ll be sharing the latest insights on diversity and inclusion in the workplace along with our own activity in supporting clients. You can access the newsletter here: GenAnalytics August Newsletter and subscribe online to receive future content from us.

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Together we can go further and create an inclusive HR Process for all

We are delighted to welcome our first guest blogger to GenAnalytics.

Dr Julie McElroy epitomises drive, motivation and passion. This Scotswoman has an impressive CV, including being awarded her PhD from the University of the West of Scotland in 2017. Over the years she has become an advocate of equality, inclusion, accessibility. More recently, her work has covered looking at improving equalities practices in workplaces. She shares some of her personal experiences of the challenges she has encountered when securing employment.

Together we can go further and create an inclusive HR Process for all

I believe that a new innovative approach is required to ensure people with impairments are welcomed and respected by employers across the private, public and third sectors. It requires forward-thinking organisations who are looking for ways to improve their business confidence and capability in meeting the needs of accessibility. There are business benefits for attracting people with impairments who have talents. It is also about cultivating the mind-set of all employees within organisations to what they can do to welcome people with impairment in an accessible, cost-saving and inclusive way.

Inclusive leadership leads to positive impacts:

Inclusive Leadership is about treating people and groups fairly based on their unique characteristics, rather than acting on biases derived from stereotypes. Different backgrounds and perspectives lead to a variety of ideas, knowledge, and new ways of doing things. By ensuring that your team includes staff from a range of social and cultural backgrounds, you will widen the range of perspectives, knowledge, and approaches from which decisions are made.

My own most recent employment success was supported and informed by inclusive leadership. This influential senior manager demonstrated that with his leadership style and authority he could make an impact in creating, changing or managing a very traditional workplace culture. His actions and my experience show that in an inclusive setting, leaders can shape the organisation behaviours, attitudes towards hiring and working with people with disabilities.  The key to engaging employees with a disability is to understand the individual’s needs and acknowledge decisions taken by individuals followed by being open-minded about situation and assess each part as they come. The cornerstone of success of ‘people’ leadership skills is based on feeling adept to dealing with others, we are individually different at the end of the day. But we all want to feel valued and to make a contribution to those organisations that we work for.

Organisational culture, why it matters:

Organisations who embrace diversity, equality and inclusivity can ignite harmony. From my experiences, I have experienced many “toxic” cultural environments. I can sense them as soon as I go into organisations and I believe it is created by the values, beliefs and behaviours of the people who work there and its leadership. All these elements shape how a potential candidate is likely to be welcomed and the experience they are likely to have.

I believe greater openness will ensure that more individuals with impairments will be allowed to fulfil their aspirations. Increasing the profile and opportunities for individuals with impairment in the organisation will ensure the stigma and assumptions are addressed. Therefore, it is time to start thinking about values based cultures. By sharing common principles of inclusive workplaces it becomes ‘automatic’ to embed these values into everyday operation and that includes in your recruitment practices..

I believe we can make that change in Scotland. Let’s now take the opportunity to implement an inclusive ethos where a diverse workforce can be celebrated with an array of a talents shared by everyone.

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Why we can’t afford to hit pause on the Gender Pay Gap

With the heatwave, a World Cup and the start of the summer holidays, April 2018 now seems like a long time ago…

Yet rewind three months back and many of us were waiting for the final wave of organisations to report their gender pay gap – the first time ever organisations with over 250 employees were required to do so in the UK.

At the time there was a significant amount of media coverage, a lot of commentary about the causes of the gap, some incredulity at the high figures reported, some misunderstandings on the difference between the pay gap and equal pay, and some fake news questioning the very existence of the gap at all.

Fast forward three months later and whilst we’re in summer-time mode it appears as if it’s all quiet on the pay gap front.

At GenAnalytics we’re using the summer months to ask organisations to really focus on understanding the causes of their gender pay gap, to undertake competitor benchmarking, and begin to implement the steps required to close the gap.

With just over nine months to go before the 2019 reporting deadline we can’t allow this to become a once a year tick box exercise with the pay gap drawer being open and shut once every twelve months.

Here’s why:

• 78% of employers in the UK with 250 staff or more pay men more than women
• The industries with the highest gaps reported include financial services, utilities, manufacturing, construction, professional and scientific, transportation, and retail
• The UK has a higher gender pay gap than the OECD average
• Scotland’s pay gap although marginally less than the rest of the UK is still higher than the OECD average
• Closing the gender pay gap in Scotland would contribute an additional £6.5bn to the economy

So for those employers who are committed to closing the gender pay gap, talk to GenAnalytics about the insights we can provide to support you.

We have been undertaking benchmark analysis for employers in transport and logistics, construction, legal, and financial services. Our advice to any organisation is based around the following principles:

• Ownership
• Accountability
• Honesty
• Transparency
• Data Analysis
• Measurement
• People Investment
• Action for change
• Continuous tracking

Let’s keep the gender pay gap on the agenda. It is the right thing to do but for businesses seeking to attract and retain talent and beat the competition – it’s the smart thing to do.

For a confidential discussion about the gender gap gap or wider diversity challenges please contact us.

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The greatest award is doing something you are proud of

It takes time, effort and energy to complete award applications. You might need to speak to different departments to get all the relevant information, you might need to get a sign off from managers before submitting an entry, so perhaps when you get an email or see an alert on another awards event you file it into the ‘nice-to-do but not essential’ pile of work.

Here’s why we think that Scotland’s Diversity Awards are different and that, regardless of your business, your company size, if you are in the third sector or the public or the private, or if you are an individual then you should be applying today.

Diversity in our economy and our workplaces seriously matters.

Workplaces that are not inclusive and that don’t embrace diversity will be outperformed by those who do.

Organisations who take diversity and inclusion seriously, who recognise that there is a long road ahead but who are on the journey, and who recognise that diversity of talent and thought are crucial to their ongoing success have the opportunity to shine at Scotland’s Diversity Awards.

Now in its third year, we are inviting entries from individuals and from organisations who are standing up to be counted as we continue to drive forward on the diversity and inclusion journey.

We have recognised companies large and small, charities, campaigns, and inspiring individuals in the first two years of these awards. We want to build on this and grow our network of Scotland’s Diversity Champions.

We know you are out there. We see the great work being done to close the gender pay gap, to break down barriers to inclusive recruitment, to overcome outdated perceptions, and to stamp out dated practices.

It’s time for you to get the recognition that your organisation deserves and we can truly build momentum towards the creation of an inclusive and diverse economy and society.

Now is the time to enter Scotland’s Diversity Awards. It’s not a nice to do – it’s essential.

Scotland’s Diversity Awards

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What is the Gender Pay Gap and Why Does it Matter?

What is the gender pay gap? Why does it matter? What can be done to close the gap? Watch @GenAnalytics below and find out more about what the UK Government is doing at: https://t.co/H9p5GiRves #DeliveringforScotland @WomenEqualities pic.twitter.com/59LHsRQuY4

— UK Gov Scotland (@UKGovScotland) April 17, 2018

“>The Gender Pay Gap

GenAnalytics were delighted to talk to the UK Government Scotland Office about the gender pay gap, why it matters and what employers can do to close the gap.

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It’s 2018 and Time for Action

There is growing recognition that to make real progress and deliver real change within our society, our economy and in our workplaces to achieve inclusion everyone has to take responsibility. It is not the Government’s sole responsibility, nor is it the public sector, nor is it the private sector.

The Scottish economy would benefit by additional billions if we achieved gender pay parity – £6.5bn to be exact.

A 5% rise in the employment rate of adults with a disability would see an extra £6bn contribution to the UK economy by 2030.

Full representation of ethnic minorities in the workplace would benefit the economy by £24bn per annum.

Fear of discrimination and exclusion keeps many LGBT employees closeted at work – this is a loss of talent and potential to thousands of workplaces up and down the country.

In 2018, facing the continued economic challenges that we hear about daily, can a business afford not to be Diverse and Inclusive?

When we launched Scotland’s Diversity Conference in May 2017 with The Herald we knew that there was great work going on across Scotland and that there were inspiring individuals working tirelessly to achieve change. At our conference we welcomed over 200 individuals who were all committed to finding out more about what they could do to support their organisation to move forward.

Fast forward into a new year and whilst we are making progress we still face a long road ahead.

Gender Pay Gap legislation, introduced last April requiring all organisations with more than 250 employees to report their pay gap, is still to capture a true reflection of pay across our industries. Just over 10% of 8,000 organisations have reported so far – yet the deadline to report is less than 8 weeks away… We have to seriously ask why this is the case when this is a statutory requirement?

Despite the challenges, we are excited to launch the 2018 Conference to be held in May. Inclusion must be everyone’s business. It must be a standard agenda item on FTSE 100 company boards and on senior management teams in our small to medium sized enterprises. And it must spread across an entire organisation – rhetoric from the top won’t change the behaviours of an entire workforce unless everyone buys in to truly embracing inclusion.

Our 2018 conference will focus on Action and sharing lessons and experiences from organisations on their diversity journey, even if that is just taking the first few steps to developing a strategy and understanding where challenges begin. We will also hear from inspiring individuals who prove that there is no limit to what we can achieve.

It’s 2018 and it is time for action. This is everyone’s collective responsibility. Join us.

Scotland’s Diversity Conference 2018

 

 

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The Gender Pay Gap – Looking Beyond the Headlines

In the season of glad tidings, comfort and joy there is little cheer to be had when it comes to the gender pay gap. Legislation introduced in April this year requiring all organisations in the UK with over 250 employees to report their gender pay gap figures has seen less than 300 employers reporting to date out of a potential 9000 falling under the compliance requirements.

Indications are that many organisations are still adopting a wait and see approach to publishing their figures thinking that safety in numbers will be better.

At GenAnalytics we are looking beyond headline pay gap figures. If you look at the Government’s reporting site you will see a range of organisations reporting overall pay gaps of 10% – 25% whilst some are over 30% and over 50%. Gender Pay Gap Reporting Site

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Some of these organisations are household names, some are not. A vast number of recognised brands and businesses that we interact with daily as customers or as businesses remain silent on their own figures.

Let’s look however at some of the detail behind the figures of some of the organisations that have published – particularly in the pay quartiles which demonstrate the proportion of women at senior levels.

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In two sample organisations that have reported their pay gap data the trends mirror what we suspect. Despite operating in totally different industries women are not making it through to senior roles. This is almost as stark and concerning as the pay gap figures in general. There are many reasons as to why this is the case – culture, lack of flexible working practices at senior levels, recruitment processes, retaining female talent, unconscious bias to name a few. However if we are really serious about closing the gender pay gap we need a monumental shift to get more women into senior roles and keep them there.

That’s what we are focussed on GenAnalytics – understanding the Why of the gender pay gap and using data analytics to understand where the challenges begin and the measures that can be put in place to solve it. Organisations can talk about the aspirations to close gender pay gaps but until we see these percentages really moving then it remains a wish on Santa’s long list….

We can delve further into the analysis and look at the economic disadvantage faced by women in bonus payments.

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Despite women receiving bonuses at a higher rate than men in one sample and a small fraction less in the other their bonus pay is eye-watteringly lower. Quite simply this is because women are paid significantly less than their male counterparts. Just consider for a moment the economic impact that we could achieve if women’s pay and bonus rates were the same as men, the boost to consumer spending and of course the value that these women would feel in their places of work.

These are the real figures behind the gender pay gap and we can’t lose sight of them.

As we move into a new year the spotlight on this will not go away and we hope to continue to work with clients who recognise that closing the gender pay gap is a business imperative, that diversity matters to them and that they are focussed on attracting, retaining and promoting female talent. These actions will close the gender pay gap but importantly they will close the disparity in organisations and support women to achieve their ambitions.

Jane Gotts

Director

GenAnalytics Ltd

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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