CREATING A MORE GENDER EQUAL WORKING WORLD
Business in the Community’s (BITC) gender campaign exists to accelerate progress towards a truly equal working world.
Gender Pay Gap Reporting Resources
The gender pay gap is a clear indicator of gender inequality in the labour market and the COVID-19 pandemic could lead to the gap widening1. While a range of factors fuel the gender pay gap2, transparency is a vital first step in understanding what might be driving an organisation’s gap, and how they can close it. Many employers are taking a wide range of actions to address their pay gaps, but at Business in the Community (BITC) we know creating a more open culture around pay, ensuring a more consistent and robust approach to setting salaries, is an area many struggle with. To help we have created a gender pay gap dashboard to encourage more openness.
Gender Pay Gap Reporting Resources
wHAT IF EVERYONE FELT INCLUDED AT WORK?
While recent years have seen women’s employment in the UK reach record highs, women’s ability to prosper is undermined by persistent levels of unequal pay and power or discrimination and harassment at work.
Some groups face bigger hurdles – black women, for example, experience a larger pay gap than white women – and while the impact of COVID 19 is still being understood, emerging data suggests women have borne the brunt of many of the economic measures.
Failing to fully embrace the talents women, over half the population, have to offer is not only detrimental for individuals but also impacts on businesses’ ability to thrive. Research has shown that organisations with more diverse leadership are more profitable. The world bank has estimated that the global economy could grow by an estimated $160 trillion were we to pay men and women equally.
A range of issues contribute to persistent inequality at work, these include:
- Inflexible expectations about how and where work is done can make it hard for women, who still do the bulk of caring for children, to combine paid work with other responsibilities.
- Biased attitudes around who can do certain jobs or hold for example senior roles can see prejudice and discrimination hold women’s careers back (sometimes unintentionally)
- Poor working cultures, where women and others do not feel included or respected and in some cases experience sexual harassment can push women out of the workplace.
EVERYDAY INCLUSION AND GENDER
Creating inclusive working environments is critical to the advancement of gender equality. BITC research revealed that women under 35 are most likely to experience non-inclusive behaviour at work, with 67% being subject to this in the last three years – impacting confidence, engagement and satisfaction.
If businesses are to achieve gender equality at work, they need to ‘lift the lid’ on the reality of their workplace cultures for all women within their organisation – to actively listen, respond and address gender-based microaggressions and non-inclusive behaviour.
Find out how BITC can support you to take action.
Accelerating Gender equality at work
Route Map To A More Gender Equal Future
Protect and accelerate gender equality at work with our 8 stage route map.
Leading The Way: The Times Top 50 Employers For Women 2021
Leading The Way: The Times Top 50 Employers For Women 2021 celebrates the successes and shares best practice from the organisations who made this year's list.
OUR CAMPAIGN OBJECTIVES
TO ACHIEVE A MORE GENDER BALANCED OUTLOOK BOTH AT WORK AND IN THE HOME
To achieve more gender balanced care in the home, with more organisations adopting enhanced paternity leave and equal shared parental leave.
TO PROMOTE FLEXIBLE AND AGILE WORKING
To assist businesses to embrace flexible and agile working as they build back from COVID – to make this the default not the exception – and accessible to a wide array of working women in many sectors
TO PROMOTE A TRANSPARENT APPROACH TO PAY AND REWARD
To promote the adoption of transparent, bias-free approaches to setting pay and reward.
GENDER AND THE RESPONSIBLE DIGITAL BUSINESS AGENDA
By 2022, women are predicted to only represent 30% of the UK’s digital workforce. Digital technologies, however, offer democratisation of access with people able to teach themselves skills that are in high demand for free without the need for formal education.
Some AI has been shown to offer companies the opportunity to reduce human bias in the recruitment processes but conversely, historic data has shown AI can also increase employment inequality.
BITC’s Responsible Digital Business programme seeks to work with organisations to ensure that this digital transformation is ethical, sustainable and inclusive and that their innovations are developed in recognition of these challenges.
The Times Top 50 Employers for Women
Published: April 29 2021
Demonstrating a commitment to gender equality
THE TIMES TOP 50 EMPLOYERS FOR WOMEN LIST 2021
The Times Top 50 Employers for Women is the UK’s most highly profiled and well-established listing of employers leading the way on workplace gender equality. These employers make gender equality part of their business strategy at all levels. Inclusion in the list celebrates outstanding progress and examples of best practice, impact, innovation, and individual achievement.
Business in the Community Advisory Services
Our advisory services are designed to support you in achieving greater gender equality at work.
The range of services includes:
- Policy reviews and recommendations
- Reviews of recruitment processes
- Diagnosing workplace culture and recommendations for action
- Support with increasing data declaration rates
- Design and delivery of development programmes (i.e. reverse mentoring)
- 121 Senior Executive and Sponsor coaching
3 Ways to Find Out More
- Contact us to chat to through your requirements
- Visit the advisory services page
- Download our advisory services brochure
WE ARE STRONGER IN NUMBERS
TOGETHER WE CAN CHANGE THE WORLD
- Natalie Lacey and Darrell Bricker (2021) The COVID-19 effect on the global gender gap: Measuring it is the first step towards closing it, World Economic Forum.
- European Commission (2019) Causes of unequal pay between men and women, 31 October.