Sentences with phrase «of gender pay gap data»

The first round of gender pay gap data is now available for all organisations employing more than... [Read More...]

Not exact matches

«So the gender pay gap data is from April last year, we've already increased the percentage of women to nearly 37 percent in our senior leadership and our 40 percent minimum is our 2020 targets.»

New data has shown a bigger gender pay gap at the Church of England headquarters than at the BBC.

This new legislation builds on two executive orders signed by the Governor last year to eliminate the wage gap by prohibiting state entities from evaluating candidates based on wage history and requiring state contractors to disclose data on the gender, race and ethnicity of employees - leveraging taxpayer dollars to drive transparency and advance pay equity statewide.

As a young female professional in the data world, I'm incredibly sensitive to gender gaps, especially in pay and leadership positions (pause for a round of applause for our new Superintendent Kyla Johnson - Trammell for smashing that historical glass ceiling!).

«We are one of the first countries in the world to require all large employers to publish their gender pay gap and bonus data.

The difficulty encountered by the ONS in seeking to explain the national gender pay gap, despite the raft of data it has available to it, highlights the nature of the challenge employers face.

But while the gender pay gap figures do offer some new insight into the make - up of the UK's largest law firms, does the data really tell us anything of value?

According to the data revealed by the ONS, Britain has the fifth largest gender pay gap in Europe behind Estonia, Czech Republic, Germany, and Austria, but ahead of countries like Poland and Greece.

Hogan Lovells joins rank of firms releasing gender pay gap data for partners as Latham figures highlight bonus disparities

On the 5th April 2017, the Equality Act 2010 (Specific Duties and Public Authorities) Regulations of 2017 brought in a requirement that forces UK companies with a total «headcount» of more than 250 in any one year, to publish data about their gender pay gap.

Pinsent Masons has restated its gender pay gap figures to include partner data and called on fellow law firms to work together to develop a common approach to pay disclosures next year, in a bid to address the lack of gender parity in the profession.

2017 was a busy year for HR and employment law practitioners and 2018 looks full of challenges too, with gender pay gap reporting and data protection regulation being top of many agendas in the first quarter.

While including our partnership in adjusted results shows a larger gender pay gap than the data from the statutory reporting requirements, our decision to publish these figures demonstrates our commitment to closing the gap and accelerating the pace of change of our gender demographic at every level.

The firm is the first of the magic circle to report its gender pay gap data, ahead of an April reporting deadline for all companies employing more than 250 people.

While the Department of Education, which has responsibility for the gender pay gap reporting process, does not check the data submitted, the submissions are being tracked by third parties including the media.

Allen & Overy (A&O) has become the second magic circle firm to reveal its gender pay gap data, with the firm's report providing more hard evidence of the disproportionate number of women in lower - paid roles at large law firms.

The online tool uses the latest data from the Annual Survey of Hours and Earnings to provide the most up to date gender pay gap data.

Though an initial scan of the figures produces stark results, i.e. very high gender pay gaps, thankfully the data is more nuanced than you might expect.

Inside the latest edition, experts share the latest data on the gender pay gap and reveal the impact of appearance on graduate careers advice and recruitment.