Sentences with phrase «of gender pay gap reporting»

Politicians, the media and your employees must be able to see you are committed to change and understand the value and purpose of gender pay gap reporting.

Not exact matches

The World Economic Forum in the fall of 2016 released its annual Global Gender Gap Report, which found that the pay gap between men and women would not be closed until 2186 — 170 years from nGap Report, which found that the pay gap between men and women would not be closed until 2186 — 170 years from ngap between men and women would not be closed until 2186 — 170 years from now.

Today's must - read story is by Fortune contributor Heidi Hartmann, an economist, MacArthur Fellow, and president of the Institute for Women's Policy Research, who reports that the gender pay gap hit a record low last year.

One proposal was for a report detailing policies and goals to reduce any gender pay gap at Alphabet; another was for Alphabet to study the societal impact of hate speech and fake news enabled by Google's platforms.

Goldman Sachs on Friday reported a mean gender pay gap in Britain for its international business of 55.5 percent and a mean bonus gap for the unit of 72.2 percent.

Uber also raised salaries for all employees to help close the gender pay gap in July of 2017 — an endeavor that likely cost hundreds of millions of dollars, as The Information reported at the time.

The 2016 Global Gender Gap Report was released earlier this week and revealed that, among various other things, women get paid less than men, but work the equivalent of 39 days more per year than men do.

Closer to home, the UK gender pay gap widened at the end of 2013, and in Dove's latest survey, 41 % of British women reported being unhappy with their appearance and body shape.

2 Sisters Food Group has published its Gender Pay Gap report and unveiled a series of initiatives to improve diversity, gender, equality pay and opportunity across its busGender Pay Gap report and unveiled a series of initiatives to improve diversity, gender, equality pay and opportunity across its businePay Gap report and unveiled a series of initiatives to improve diversity, gender, equality pay and opportunity across its busgender, equality pay and opportunity across its businepay and opportunity across its business.

Commenting on the latest report by Institute for Fiscal Studies (IFS), Chris Keates, General Secretary of the NASUWT, the largest teachers» union in the UK, said: «The findings of this Report on the gender pay gap are disturbing, yet sadly unsurprreport by Institute for Fiscal Studies (IFS), Chris Keates, General Secretary of the NASUWT, the largest teachers» union in the UK, said: «The findings of this Report on the gender pay gap are disturbing, yet sadly unsurprReport on the gender pay gap are disturbing, yet sadly unsurprising.

Equality bill The purpose of the bill is to set out new laws to help narrow the gap between the rich and poor, require businesses to report on gender pay, outlaw age discrimination and strengthen anti-discrimination legislation.

Meanwhile Tory MEPs voted against a report on paid paternity leave, reducing the gender pay gap and combating violence against women, while UKIP MEPs opposed investigating tax evasion and avoidance, capping credit card charges and labelling processed meat with its country of origin.

The Office of National Statistics (ONS) annual salary report showed the gender pay gap increased from 9.5 % in 2012 to ten per cent in 2013.

Employers with over 250 members of staff are entering the «last chance saloon'to report their gender pay gap, the Equality and Human Rights...

The report, available here, outlines the state of the gender pay gap in New York, including its scope across the economic spectrum and throughout each regions of the state.

The Governor also released the Department of Labor's report and recommendations to close the gender pay gap in New York State.

Mandatory figures for reporting include the median and mean gender pay gap, the proportion of men and women in each quartile of the pay structure, and pay gaps in any bonuses paid out during the year.

Secretary of state for education and minister for women and equalities, Justine Greening said: «I'm proud that the Department for Education has taken an important step in reporting its gender pay gap, setting an example to other employers as we build a stronger economy where success is defined by talent, not gender or circumstance.

A new gender pay gap report by Ofsted shows that men are paid an average of 8.1 per cent more than women.

The majority have reported a median gender pay gap in excess of 36 per cent, while those in the top 100 for all employers have pay gaps in excess of 50 per cent.

Over 40 of the 100 employers reporting the largest median gender pay gaps in the education sector are multi-academy trusts and schools.

The finding, from a new Law Society study of solicitors» salaries in 2012, compares badly with the national picture: the law's gender pay gap is well over double the 9.6 % difference between men and women's pay across the UK as a whole, as reported by the Office for National Statistics.

One of few countermeasures is the gender pay gap reporting scheme, which so far has seemed effective in shedding light on some of the companies of which females are affected.

As the UK's Gender Pay Gap reporting legislation recently came into force, Suzanne Horne, Head of the International...

If public shaming is going to be the stick used to coerce larger employers into reducing their gender pay gap, then the reporting should be an accurate reflection of the gender pay and bonus disparity within the workplace.

S. 78 of the Equality Act 2010 enabled the Government to introduce mandatory gender pay gap reporting for large employers via secondary legislation.

As the UK's Gender Pay Gap reporting legislation recently came into force, Suzanne Horne, Head of the International Employment Law Practice at Paul Hastings, explains to Lawyer Monthly the potential effectiveness of the new rules and the implementation thereof.

Iceland has been reporting the gender pay gap since 2006 and although they have seen a reduction in the gap by 10 %, in 2016 they were still reporting a mean pay gap of 20 % (14 % when based on regular earnings without overtime).

The firm, which last month became the first of the magic circle to file its gender pay gap report, revealing a pay gap of 23 % for non-partner employees, has now announced that when including partners, the overall gender pay gap for all employees and lawyers rises to 60.3 %.

The introduction of mandatory gender pay gap reporting from April next year is a positive step and should go some way to improve this position.

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.

In an attempt to kick - start a more transparent reporting process, Clifford Chance (CC) has opted to include the total earnings of its London partnership in its gender pay gap figures, revealing a 66 % disparity.

Particular areas of legal focus at present include GDPR and gender pay gap reporting.

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.

It is not beyond the realms of possibility that we will see famous brands being boycotted because their gender pay gap reports reveal that they do not have an inclusive culture.

The disparity in bonus payments is contained in a report published by the firm late last year, ahead of an April reporting deadline for all companies employing more than 250 people to submit information about their gender pay gap.

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.

A number of companies have reported a 0 % gender pay gap — a figure which is statistically improbable.

Berwin Leighton Paisner (BLP) has filed its gender pay gap figures, with the report revealing that just 11.5 % of its female UK employees received a bonus for the year to April 2017.

Since the beginning of the year we have seen a significant amount of press reporting and activity in relation to the gender pay gap.

The first reports from larger organisations will undoubtedly be reviewed with interest by employees, and those who feel that they are being underpaid as a result of the gender pay gap may decide to seek redress via legal action.

A report by the Equality and Human Rights Commission estimates that in the UK there is a gender pay gap of 20 %, with women earning on average 80p for every # 1.00 earned by a man.

Reed Smith has published details of its UK gender pay gap, becoming one of the first firms to include partner figures in its reporting.

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.

CMS and Shoosmiths have become the first UK top 50 law firms to publish details of their gender pay gaps, ahead of an April reporting deadline for large companies.

«General counsel and procurement teams will ask harder questions of their law firm advisers in respect of cyber security and gender diversity, particularly after gender pay gap reporting kicks in with regards to the latter,» he said.

Our employment team have extensive experience of providing support on these issues and assisting employers to produce their gender pay gap reports.

That's how we know that only 884 out of 9,000 companies have reported so far, and also how we know that Easyjet has a 45 % median gender pay gap, while Pinsent Masons has a 22 % gap and Deloitte's is nearly 18 %.

«The current rate of progress towards closing the gender pay gap is too slow and gender pay gap reporting is an important step towards tackling both the symptoms and causes of gender inequality in the workplace.