As some shocking gender pay gap statistics came in from some of Britain’s largest corporations this month, one small Bristol-based tech firm published its own gender pay data, with some uplifting results.
Many companies might view a transgender employee as a problem, but the individual deserves the same fair treatment as any staff member, writes HR director at Moorepay, Lisa Gillespie.
It’s International Women’s Day and many will be taking the opportunity to #PressforProgress. Already it has become a launchpad for numerous reports, some of which have found significant disparities. Take, for example, the funding gap.
An in-depth study of job adverts across the UK has suggested a trend of “gender-coded language” is sweeping the nation.
Game of Thrones actress Emilia Clarke, a powerful female leader on the show, and now in real life, has revealed that even she finds herself challenged by inequality in the workplace.
Raymond Moore, CEO of the Indian Wells tennis tournament, recently resigned from his role after claiming women playing the sport were incredibly lucky to take part. But it’s not the first time a boss put his foot in his mouth when addressing females.
Research has observed attitudes of the UK’s leaders to determine how they feel about short skirts and facial hair in the workplace. The message is clear – “neglect physical appearance at your peril”.
Women’s representation on the FTSE 100 has more than doubled to 26 per cent in less than five years, with “realistic, achievable and stretching targets for businesses” being a key driver of progress, according to former trade minister Lord Davies.