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Profound cultural bias lies behind gender pay gap in UK financial sector

Closing the Gender Pay Gap requires a deeper understanding of cultural factors and a more balanced approach to the traits that financial sector organisations look for in senior managers, according to new research from Questback, the global leader in enterprise feedback management and Conflux, Assessment Psychologists.

Article by: John Wilkinson | Published: 1 October 2018

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Women in the boardroom held back by gender jaundice

New research by Thomas International, the people assessment specialists, shows that the emotional intelligence and personality traits of female and male leaders are the same, but they are perceived differently. Despite the stereotypes, female leaders are no more empathetic than male leaders, and male leaders are no more assertive and composed than female leaders.

Article by: Jayson Darby | Published: 28 September 2018

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Gender recognition Act in review

When it brought the Gender Recognition Act 2004 (GRA) into force on 4 April 2005, the UK became the first country in the world to allow a person to legally alter their gender without having had any surgical treatment. Contributors Craig Longhurst and Alex Watson, Solicitors - Fieldfisher LLP.

Article by: Craig Longhurst | Published: 24 August 2018

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Women on Boards: Progress made but plenty more to do

It’s heartening to see that more women than ever before are being appointed to the boards of the UK’s largest organisations - but there’s still plenty more that can and should be done to ensure women are fairly represented in board and senior positions. In fact, it should be noted that in the FTSE 100, there are just seven female CEOs.

Article by: Jan Hughes | Published: 23 August 2018

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In focus – gender pay gap reporting

The report notes that while the median pay gap across the economy is 18 per cent in favour of men, at an organisational level, the new figures reveal some alarming truths: with gender pay gaps of over 40 per cent not uncommon in some sectors and 78 per cent of organisations reporting gender pay gaps in favour in men.

Article by: Carolyn Brown | Published: 7 August 2018

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Gender pay reporting is good for business

Under government rules introduced last year, businesses and public organisations with 250 or more employees had until April 4 2018 to report their gender pay gaps, including mean and median gender pay differences. To date, over 10,000 firms have responded, with over three quarters of them paying men more than women.

Article by: Lina Hilwani | Published: 2 June 2018

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Mind… there’s still a gap

The introduction of mandatory gender pay reporting, to all UK organisations, was an attempt to bring the issues into the open. The Government’s intention to make organisations more transparent was a good decision. It isn’t that long ago that employees were actively discouraged from discussing their pay with colleagues for fear it would highlight perceived pay differences.

Article by: Peter Meyler | Published: 26 May 2018

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Gender pay gap – examine actions not numbers

Gender imbalance is one area where numerous workplaces have room for improvement, but it can be difficult to understand the scale of change needed without having sight of where we’re at. Gender pay gap reporting is designed to trigger change and bring about transparency.

Article by: Sharon Looney | Published: 4 May 2018

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How can companies improve equality and close gender pay gaps?

The deadline for gender pay gap reporting has come and gone, but what is next for UK companies? More than 10,000 large firms provided details of their gender pay gap, with three-quarters of them paying men more than women, so how can they address the imbalance?

Article by: Freddie Alves | Published: 23 April 2018

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Gender pay gap reporting “game changer” breaking the taboo on pay

Employers now have “nowhere to hide on gender pay gap”. As the deadline for gender pay gap reporting finally arrives (4 April 2018), leading gender equality campaigning charity the Fawcett Society has claimed that employers now have nowhere to hide on the issue and they should seize the opportunity it represents, rather than trying to hide or massage their figures.

Article by: Sam Smethers | Published: 6 April 2018