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The astonishing cost of gender bias

Investors to step out of their comfort zone and reap the benefits of increased investment in women. The report, published by The UK VC & Female Founders for the Treasury, found that, by comparison, all-male founder teams are given 89p and mixed-gender teams collect the remaining 10p.

Article by: Juliet Eccleston | Published: 11 February 2019

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Supporting women to find their voices and be heard

Barriers in the workplace still exist for many business women. We recently conducted research into the views and experiences of business people across the UK and discovered revealing insights around how women feel they are perceived compared to their male colleagues.

Article by: Alison Sutherland | Published: 22 December 2018

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The impacts of wage transparency

New research shows that the much-discussed measure of requiring firms to disclose gender segregated wage-statistics to clarify differences in women´s and men´s wages reduces the pay gap by 7 percent. An important step in the right direction and knowledge that can boost the ambition to ensure women the same pay for same work, researchers say.

Article by: Morten Bennedsen | Published: 10 December 2018

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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