Graham Kinsella’s Post

Just Europe Summit 2024, 5 December 2024 [online], hosted by Living Future Europe. Topics: Justice, Equity, Diversity, and Inclusion (JEDI). Free registration: https://lnkd.in/eNab2ymg This summit celebrates the adoption of the International Living Future Institute’s Just Label. This transformative certification tool drives social justice, equity, and accountability in organizations by focusing on diversity and inclusion, equitable pay, employee well-being, and community stewardship. By creating a framework for voluntary self-disclosure and fostering transparency across industries, the Just Label is helping organizations lead with integrity and establish equitable, ethical practices that resonate with European values. The event is also a special celebration of LFE's 5th anniversary! Schedule: Welcome + Introduction: Carlo Battisti (Living Future Europe). Advancing ESG with the Just label: Alice Piovan (LFE) in conversation with Helen Stewart Scandellari (Manni Group) and laura pighi (Habitech - Distretto Tecnologico Trentino). Just 3.0 - Major updates and improvements: Griso Barrios, MSW (Living Future). The Just Manufacturing: Jacquie Pierri (LFE) in conversation with Jane Abernethy (Humanscale) and Katie Cooper (HMTX Industries). Q&A, Final survey, and closing remarks: Carlo Battisti (LFE). #JustEuropeSummit #Just #LivingFutureEurope #LivingBuildingChallenge #JES #LFE #justice #equity #diversity #inclusion #JEDI #health #wellbeing #architecture #regenerativesustainability, #regenerativedesign

Editor's Choice Paper! "The Influence of Women on Boards on the Relationship between Executive and Employee Remuneration" Read it on https://lnkd.in/gS4YuC7w By María Luisa Gallén and Carlos Peraita #editorschoice #ijfs

Now that International Women’s Day(#IWD) Celebrations are over, may we have your ATTENTION! If your organization hosted an International #WomensDay celebration, then we invite you to Invest in #women: Accelerate progress with 3 simple actions: ***Have women equally represented on your Board of Directors –We want to be in the room where decisions that shape the company’s future are made. Deloitte reports that women hold less than one-quarter of the world's board seats. (23% in 2023) ***Pay equitable wages –The Global Gender Gap score in 2023 shows that women earn 68.4% of men’s earnings. This reflects traditional beliefs about breadwinners and decision makers in the household that no longer hold true. ****Develop policies and procedures for reporting of sexual and other forms of harassment – The US Equal Employment Opportunity Commission shares that 25% to 85% of women have reported experiencing sexual harassment in the workplace and over 70% of workplace sexual harassment reports result in some form of retaliation. Other studies suggest that between 58% and 72% of victims don’t report instances of workplace sexual harassment. Dealing with this issue benefits men as well since 40% of men have faced harassment. The month is over and #femaleprofessionals are still in need of #equity. You can sign up for our women's newsletter. Each month we share tips, research and other information pertinent to women. https://lnkd.in/ewWBBz6J

*INSIGHT* Does anything surprise you about this statement: “For every £1 earned by a man in the UK, an equally qualified woman with a similar personal and professional background earns 90p on average. This suggests that biases and structural inequalities in the workplace play a significant role in driving pay disparities between men and women.” This is taken from the PwC Women in Work 2024 report: https://lnkd.in/dJADD2t Well, where to start ... how does your workplace fare on the pay front? What about unconscious (or conscious!) bias and other inequalities? While some progress is being made year on year, changes can be made to address imbalances including levelling up pay, assessing working conditions, supporting women in leadership positions, promoting training and development. #WomenInBusiness #WomenLeaders #EqualPay #EqualOpportunities #Equality #Inclusion

This week I had the pleasure to take part in a panel discussion at the “Power to Women” conference hosted by Puls Biznesu. We discussed how women's rights in business are perceived by women themselves and by men. Ideally, an employer should be blind to gender and take their decisions based on education and experience. I hope someday this will no longer be just wishful thinking, because right now reality bites – with the low percentage of women in the boards and the pay gap. ❗ According to this year's Deloitte #WomenAtWork24, 25% of women do not want to be promoted to a senior position in their organisation. Among the reasons, 21% cite the fear that they would be paid less than their male counterparts. 31% of women say that the right to equal pay is less respected in their country than it was a year ago. 📌 The EU Pay Transparency and Equal Pay Directive requires companies to report how much they pay women and men for work of equal value, and to take action, if the pay gap exceeds 5%. The directive came into force on 6 June 2023, and member states have three years – until 7 June 2026 – to transpose the EU rules into their national law. However, we still need a social change in Poland that will end the stereotyping of women by referring to their 'natural' social role or competence. And this requires much more than EU regulations – no matter how helpful and necessary they are. #GenderGap #GenderEquality

Have you had a chance to read the 12th annual PwC UK Women in Work report? This year, the report focused on the intersectional pay penalties faced by women in the UK. In the latest PwC Workforce newsletter, find out more about the current situation and the benefits that could come from changing it.

Taking women more seriously in the workplace isn’t just about fairness, it’s about unlocking the full potential of every organization. As Mary Ann Sieghart points out, there’s a persistent “authority gap” where women’s expertise and leadership are often undervalued. This impacts not only women but also the success of teams, businesses, and communities. By recognizing and addressing these biases, we create environments where diverse voices can truly thrive. It’s time to actively close this gap, challenge unconscious biases, and ensure that authority is granted based on merit, not gender. #GenderEquity #AuthorityGap #Leadership #DiversityAndInclusion #WomenInLeadership #DEI

Some staggering stats in this short clip from Mary Ann Sieghart on the Authority Gap. "Research shows that even if women make up 40% of a group, they're half as likely as men to gain approval from it, and much more likely to be interrupted." "Women with exactly the same qualifications as men are 30% less likely to be called for a job interview." We can all do better, and we should. Men AND Women. #authoritygap #womeninleadership #matriarchyandpatriarchy

Closing the authority gap is great for business and even better for humanity.

Genuinely hire and promote on merit. Many years ago, I did a study for a large multi-national firm reviewing employee demographic, performance and promotion data. They asked me to help them address the internal rumblings of a “good old boy club” culture. We found that overall their workforce was quite diverse with an even gender split across the company. We also found that yes, more men were promoted than women in the 5 years of data we analyzed, but that wasn’t our aha! moment in the study. The root of their challenge was that when women were promoted, they consistently received 4s or 5s for their performance rating whereas men were more likely to have received 3s or 4s (in a 5pt scale). The really eye opening finding was that in a few cases, men had been promoted with 2s in their performance history (which typically leads to a PIP). Authority gap, opportunity gap, glass ceiling, broken rung on the ladder…we see this reality for women in people data and have used many different words and approaches to describe it so that more may be open to receive & understand it. Business leaders are you aware this likely exists in your organization and if so, are you ready to start managing with intention? Are you confident that your people data supports you genuinely promoting on merit? We can also work on addressing bias in our performance management programs & ratings, but that’s for another post, another day.