the female factor’s Post

36% of Women Feel They Don’t Receive Equal Pay💼 A recent survey commissioned by Acas highlights persistent gender pay disparities in the workplace: 📊 36% of women believe they’re not receiving equal pay compared to male colleagues. 📉 10% of men think they are paid more for the same work, indicating lower awareness of the issue. 📈 34% increase in pay-related dispute cases was reported by Acas’s early conciliation service from 2022 to 2023. These findings show that despite legal protections, achieving true pay equality remains a challenge. Read the full article to understand how you can take proactive steps to ensure fairness and compliance with equal pay laws: https://lnkd.in/euqjmNY3 #GenderPayGap #EqualPay #WorkplaceEquality #HRCompliance #Inclusion #EmploymentLaw

Episode 33: Women Empowerment – Equal Opportunities for All [Part 2] Ensuring that women receive equal compensation for equal work and are treated equitably in professional environments is fundamental to achieving true gender equality and equity. Equitable treatment takes cognizance of the natural or biological gift that women possess and how they should not be treated any less because of this very gift that makes them birth and nurture new talents and future leaders. On this note, it is worth mentioning that the first draft of the Labour Amendment Bill has been finalized. Kudos to Hon Francis-Xavier Sosu (Esq) and his team for this good work! I chanced on the announcement by Larisa Akrofie, who played a role in supporting this significant progress toward fairer working conditions for mothers in Ghana. I am also elated to know that the final bill now includes extending maternity leave from twelve to at least seventeen weeks, with a maximum of twenty-six weeks. It is also exciting to know that paternity leave is being introduced for the first time. This when passed into law would see men having a minimum of two weeks and a maximum of four weeks of leave, with full remuneration and benefits during this time. When passed into law, pregnant or lactating women will be allowed some flexibility in working conditions. Upon application to employers for same, employers would have 14 days to respond. We look forward to a smooth and speedy process regarding this all important bill. Secondly, women, in the greater part of history, have faced systemic barriers to equal pay and workplace equality. For much of the 20th century, women were often relegated to lower-paying jobs and were significantly underrepresented in leadership positions. There is a concept called the gender pay gap. This compares the average earnings between men and women. The fight for equal pay gained momentum with the passage of the Equal Pay Act of 1963 in the United States, which aimed to abolish wage disparity based on sex. Despite such legislative efforts, the gender pay gap persists globally. As of 2021, women, on average, earned about 82 cents for every dollar earned by men, with variations based on race, ethnicity, and other factors (R. Kochhar, 2023). This reflects deep-seated gender biases and discrimination. The importance of equal pay is not just a matter of fairness but also economic necessity. When women are paid and treated equitably, families and communities benefit. Closing the gender pay gap could significantly boost the global economy. #womenempowerment #equalopportunities

Equal pay for equal work is one of the EU’s founding principles. And yet, imagine if you stopped getting paid for the year today? Instead of getting paid for a full year, you only get paid for 10 and a half months. For women in the EU, who earn on average 13% less than their male counterparts, this gender pay gap represents their reality. The EU’s Equal Pay Day is the day of the year on which women in Europe symbolically stop to be paid compared to men. The day changes depending on the latest figure of the EU gender pay gap, with it falling on 15 November in 2024. Over the past ten years, progress has been slow in Europe, with only a 3-percentage point gap reduction since 2014. The EU is working to close this pay gap. This includes a dedicated directive on equal pay, as well as legislation on pay transparency, the work-life balance and gender balance on corporate boards. Let’s continue to raise awareness and close the gap 💪 Via European Commission #equalpay #equalpayday #genderequality #womenonboards

Did you know that today, March 12, 2024, is All Women's Equal Pay Day? It started in 1996 as a public awareness event to illustrate the gap between men and women's wages. And, get this, March 12th symbolizes how far into 2024 women must work to catch up to men's wages and earn what men made in 2023! What can you do to level the wage earning playing field? Look to California where Jennifer Siebel Newsom, the First Partner of California, and California Partners Project has developed "The Equal Pay Playbook" designed to guide companies "to achieve their equal pay objectives." Though she lays out six concrete steps, she also acknowledges that "harassment and sexual violence are still significant barriers that still need to be addressed to ensure a safe and equitable environment for all women." Want to learn more? Check out her website for more detailed information at https://lnkd.in/gEZWjUCX And check out my website for articles on barriers women face in the workplace at: https://lnkd.in/gxnTAauG #EqualPayCA #genderpaygap #genderequity

To my senior executive friends, it's time for a gender pay audit - and it's not as hard as you might think. Today, on International Women's Day, let's not just celebrate the talented women we work with, but also recognize the ongoing discrimination they face. Shockingly, women still earn just 84 cents for every dollar earned by men, with black women earning just 70 cents and Latinas only 65 cents. It's not just about the pay gap, either; women are also over-represented in lower wage jobs and burdened with domestic and caregiving responsibilities, no matter their level at work. These are our colleagues, our daughters, our wives, our sisters - people who have supported us in our own careers and dreams. So, I urge my leader friends to take action and conduct a gender pay audit at your organization. Let's make a real difference and ensure that all women are valued and compensated fairly. #InternationalWomensDay #GenderPayGap #EqualPay #FairCompensation

🌍💼 18th of September is International Equal Pay Day—a crucial reminder that the journey toward pay equity is far from over. Despite progress, the gender pay gap persists, impacting women and marginalized groups across all industries. Equal pay isn't just about fairness—it's about valuing contributions, driving economic growth, and creating a more inclusive world. At Pihr we are committed to promote transparency, and help companies close their own pay gaps. ⚖ 🌻 Read more about International Equal Pay Day here: 🔗 https://lnkd.in/gyE7btM

Happy International Women’s Day 👱♀️🌺 This year I wanted to write a post to celebrate Reshma Saujani, Founder of Girls Who Code & Moms First. She advocates for closing the gender pay gap and creating workplaces that are equitable for mothers. And listening to her speak… well, I could do that all day 🔥 “ The pay gap isn’t just about negotiating a better salary. It’s about addressing the social constructs that diminish women’s value in the first place… Together, we must do the hard work of questioning our own biases that deem women’s work less valuable. Only then will we build a future where our next generation of girls will prosper. “ There’s still a long way to go but with moves on the Pay Transparency Directive (to be fully transposed into Irish law by 7th June 2026) it’s a time to be thankful for all of the strong women, like Reshma, who proactively speak up to bring about change and equality for women in the workplace 🫶 #iwd2024 #inspireinclusion #womensupportingwomen

🌍 Gender Pay Gap: Transparency and the Role of FPI🌍 🚀 Cheerful to share ideas from our CEO Henrike von Platen's chapter in the insightful book BRIDGING THE GENDER PAY GAP THROUGH TRANSPARENCY published just in time for XMas by Edward Elgar Publishing 🚀 Edited by Sara Benedi Lahuerta, Sutherland School of Law, University College Dublin (UCD), Ireland, Katharina Miller, Former President of the European Women Lawyers Association and Former Head of the EU delegation of the G20/W20 and laura carlson, School of Law, Stockholm University, Sweden This timely book evaluates the advantages and challenges of adopting #PayTransparencyLegislation (PTL) to address the ongoing issues of the #genderpaygap. Chapters contextually examine whether PTL can help reduce the gender pay gap and discuss which factors should be considered to potentially boost the effects of this legal intervention. 🚀 Henrike´s chapter dives deep into the power of private certification systems for fair pay, like the Universal Fair Pay Check®. Achieving #FairPay isn't just a purpose—it's a journey🚀. And institutions like FPI lead the way and provide tools and frameworks that help companies ensure their pay practices are fair and transparent. Henrike von Platen's chapter highlights how these certification systems can identify pay disparities and guide companies toward equitable pay structures. It's about more than just compliance; it's about creating a culture of fairness and inclusion. The global movement for fair pay is gaining momentum, but there's still work to be done. We can overcome the challenges and make fair pay a reality for everyone. We must continue to push for transparency, challenge the status quo, and celebrate the progress we've made while recognizing the journey ahead. Together, we can achieve fair pay for all. 💪✨ What are your thoughts on the role of transparency in achieving fair pay? 🚀 #GenderEquality #Transparency #UniversalFairPayCheck #Inclusion #Diversity #BoodRelease #MustRead

At CCEP, we know that the strength and diversity of our business and brands can only be supported through the strength and diversity of our people. That’s why we’re committed to building an inclusive, diverse and equitable workplace. Today is Equal Pay Day in Australia, which marks the additional days from the end of the previous financial year that women in Australia must work to earn the same pay as men. According to the Workplace Gender Equality Agency (WGEA), women working full-time in Australia need to work an additional 50 days into the new financial year to earn the same, on average, as men did last year, with the base salary national gender pay gap sitting at 12%. This is a stark reminder of the work that needs to continue in order to achieve equitable pay between men and women. At CCEP, we’re proud of the progress we’ve made in recent years. Our average total remuneration pay gap is now -1.6% and in favour of women (an improvement of 2.4% from last year’s figure of 0.8%). We’ve been able to achieve this result through a range of important initiatives and are committed to continuing to do more. Closing the pay gap is about fairness – the work of Australian women deserves to be equally and fairly valued in all workplaces. #CCEPAustralia #EqualPayDay

Happy Labor Day for Women? Globally, women earn approximately 20 percent less than men, and, at the current rate, it will take 257 years to achieve equal pay for equal work - if we keep going at the present rate. Closing this gap requires a concerted effort to enhance pay transparency, combat occupational segregation, improve work-life balance, better social protection, and fair minimum wages. https://lnkd.in/gcudn8M3