Anya’s Post

We take gender diversity at ClearScore very seriously and we believe that a balanced and diverse workforce is better both for our business and our users.  Here are some of the things we are doing to promote greater gender diversity and equity in our organisation: 1️⃣ Removed pay negotiation and regularly benchmark salaries. Bonus and share option structure is transparent and non-negotiable. 2️⃣ Prioritise fostering inclusivity through investing in four employee community networks, including Women's Network. 3️⃣  Prioritise gender-inclusive language and refine job ads using Otta.com to ensure they resonate with diverse applicants. Our commitment extends to candidate shortlisting and hiring panels, where we strive for balanced representation, especially in leadership roles.  4️⃣ Partnering with diversity-focused institutions like Makers and Ada, the National College for Digital Skills, we actively cultivate a diverse talent pipeline, aiming for a minimum of 40% of hires that are women.  5️⃣ We invest in a fantastic ‘Women Rising’ program (provided by The Vibrancy Hub) to identify, develop, and mentor future leaders. Annually, we select circa ten women for a six-month program, offering 1:1 coaching, peer training, and collaboration, fostering their unique leadership identities.  6️⃣ Leading policies on women’s health, fertility and menopause, backed by amazing partners such as Anya, Fertifa and Talking Talent.    7️⃣ Full pension contributions during maternity leave and six months paid maternity leave, with a further six months at 25% pay.  💡 Read our full report for more details and to see our latest gender pay gap data.

Today we’re publishing our 2023 gender and ethnicity staff data. At PPL, we are committed to fostering a diverse workforce, one which reflects our membership and society at large. 🌍 Greater diversity in our organisation: As of April 2023, 30% of our workforce are from non-white backgrounds - up from 27% in 2022. That means we’re taking steps towards our overall goal of reaching 35% by 2027. 👩💼 More women in leadership roles: Our senior leadership team, including Executive Directors and Heads of Department, is just above gender parity, with 51% female representation. 38% of our workforce is female, and we’re working towards a target of 50% by 2027. 💰 A decrease in mean pay gaps: Mean pay gaps – the average difference in pay – have decreased for both gender (to 5.4%) and ethnicity (to 30%) in the last year. Although this is great progress, we know there is still more work to be done to close these gaps and champion equity in our organisation. Learn more about our journey towards a more inclusive future using the link: https://lnkd.in/dRWhcraB

"First, we are too young to be responsible or to supervise. This lasts into our mid- to late-thirties but does not for men. (Perhaps they are waiting to make sure we don’t have kids). Then in an instant, we are too old to be hired for anything or anywhere new. Once again, men are still “young enough” at the same age…. Women are young or old, we get no prime time even if we aren’t out for childbearing or rearing." https://hubs.li/Q020zqsd0 #GenderPayGap #EqualPay #PayEquality #EqualityMatters #BreakTheBarriers #WomenEmpowerment #StandUpForChange #FairWages #EqualOpportunity #GenderEquality #WORK180 #DreamJob #CareerGoals #JobInterview #JobApplication #JobTips #JobSeeking #JobHunter #JobAlert #JobSeekerLife #JobHunter #JobSearchStrategies

It's been heartening to see the #IWD activities, posts & events taking place 👌! I was lucky enough to join a RS Group session this week where some of our female trendsetters across our Employee Resources Groups discussed what inclusion and investing in women means to them ❤️. But amongst the fanfare, Robert Walters have published data that made tough reading; showing the disparities & many more nuanced struggles: 🔴 26% of working-class women have been promoted at their current company vs. 59% of upper-middle class women 🔴 52% of working-class women feel underpaid at work 🔴 51% are either living paycheque-to-paycheque or relying on additional streams of income 🔴 64% have not negotiated for a higher salary in their entire career 🔴 26% of female professionals from working class backgrounds have received a promotion at their current company – less than half the number of female professionals from upper-middle class backgrounds (59%). In addition, Social Mobility’s 2023 report found that on average, professionals from working class backgrounds are paid 12% less a year – which means they are working one out of every eight days for free. Big appreciation to Ph.Creative for publishing this within their excellent weekly #EmployerBrand 'Digital Hug' Newsletter. #IWD #IWD2024 #InvestInWomen

It’s the 4th Quarter, and organizations are reflecting on their Diversity, Equity, and Inclusion (DEI) progress. Now is the time to assess what's making a tangible impact in the workplace and what's more performative. While company-sponsored community events and cultural celebrations are positive steps, it's crucial to recognize that these activities, while valuable, aren't the only markers of genuine progress towards an inclusive, diverse, and equitable workplace. You don't need a dedicated DEI role to advocate for real change. Here are some key actions you can take: 1️⃣ Advocate for Transparency: Start by demanding end-of-year scorecards that go beyond surface-level numbers. Look for metrics on promotions, pay equity, and opportunities for employees. But don't stop there. Ensure this data reflects an intersectional lens, considering various perspectives. 2️⃣ Pay Equity: When examining the pay equity gap, ask if it closed for ALL women in your organization, then go a step further to examine the experiences of women of color. 3️⃣ Dig into Promotions: While evaluating promotions, consider the different experiences of individuals from various intersectional backgrounds. Ask whether promotion rates were consistent across all demographics. Celebrate genuine progress where it's evident, but be ready to take action if disparities persist, particularly for women of color. 4️⃣ Representation Matters: Assess the representation of women of color, considering the systemic inequities built into organizational policy and practice. Dive deep into understanding the root causes of underrepresentation and demand a plan that creates more equitable opportunity and access. 5️⃣ Hiring Practices: Scrutinize your organization's hiring practices. Celebrate when equitable practices driving results are identified. Be critical to assess whether people are being hired into higher-paying senior roles or if that uptick in representation is the result of hiring in at the lowest paid levels of the company. Let's focus on celebrating real change while considering the complex interplay of intersectional identities. Your actions can create a truly inclusive, diverse, and equitable workplace benefiting everyone. 💪 #DEIProgress #4thQuarterReflection #measureimpact #stopplayingdiversity Also, if you are committed to a world that values equity, inclusion, and diversity and aren't speaking out against the genocide happening in Palestine, ask yourself why and compare the answer to your values.

International Women’s Day - it’s a day I have mixed emotions for.   On the one hand it causes me to reflect and appreciate the amazing women in my life - both professionally and personally.   But on the other - I am concerned and a little sceptical about it. While I support the purpose of IWD - everything I am reading and seeing makes me question the value.   Women, still this week, being asked to talk at paid for events to celebrate IWDs - for free. How is that right or shifting the dial on the subject of equality?   And although we’re seeing the gender pay gap decreasing - it is still a gap and in some places continues to be significant. Yes, we’ve made progress in the 49 years we have been celebrating women on or around March 8th, but it has not changed nearly enough for me to hand on heart call today a celebration.   So today - instead of asking my team of amazing women to have a photo for an #iwd post - I’m looking to my daughter and I pledge to do better.   As a company owner Brave , I’m proud to say we have a female heavy SLT and no gender pay gap. I promise to report on the gender pay balance yearly to ensure this is maintained.   As a partner to businesses across many sectors, I promise to:   Continue to champion women in leadership roles. I will be recommending to our clients that they join us in reporting annually on the gender pay balance.   Continue to ensure fair and even recruitment processes - looking specifically at some of the out-dated processes that we still have in place in terms of assessment - when we know women are likely to self-score lower.   To push for menopause friendly workplaces so that everyone can thrive in a positive workplace.   Advocate for inclusive working practices that ensure we keep women in the workplace, that flexibility is enabled and obstacles to keeping women in the workplace are removed.   I promise to shift the dial on female equality so that when Isabelle’s children enter the workforce, they’ll look back on this day as being redundant as it is no longer necessary.   So IWD means something different for me this year - it means I. Will. Do. BETTER

DEI and gender equity are critical initiatives to embed in our organizations. WNYWF can show you how to do it so it can become part of the organizational culture. #powerpathways #allin

ATTN: Buffalo and Western New York #HR professionals and leaders: Are you looking to drive intersectional gender equity at your organization? You should! That's because: * It's crucial for fostering an inclusive and diverse workplace culture where all employees feel valued and respected. * It recognizes that individuals experience overlapping forms of discrimination and privilege based on their intersecting identities, such as race, gender, sexuality, disability, and socio-economic status. * It allows companies to address the unique challenges faced by women of different backgrounds and identities, ensuring equal opportunities for career advancement, fair treatment, and representation at all levels of the organization. These things not only enhance employee morale and engagement but also drives innovation and productivity by harnessing the full spectrum of talent and perspectives within the workforce. Is your organization ready to go ALL IN? The WNY Women's Foundation ALL IN employer pathway will be accepting a new class of employers this June. ALL IN is an opportunity to drive systems change, learn with your community, and be recognized as an excellent place for women to work. Their data-driven strategies go beyond traditional trainings to create real, sustainable change. Interested in becoming a P.O.W.E.R. (Positioning Our Women for Every Role) certified employer?   Email Sydney, ALL IN Coordinator to schedule a meeting today! [email protected]