TECwomen CIC’s Post

The research around class pay gaps demonstrates the need for every organisation to look into and address socio-economic equity as a key part of Equity Diversity and Inclusion strategies. It’s shocking to see class pay gaps compound when protected characteristics, for example gender and race, are included when pay gaps are analysed.

Compounding layers of inequality is a slap in the face to Enlightenment, that societal mobility would mirror 'neuroplasticity' "One of the most profound paradoxes of archival research is how we investigate histories that do not appear in the archives. This is a problem particularly when we attempt to trace the lives, thoughts, and practices of some of the most marginalized people in society: those who are excluded from view, pushed to the margins, or made to disappear completely. Such silences are not accidental. Rather, they are potent evidence of subordination and often causal means for enacting such subordination. Silences constitute a systemic problem of archival evidence, testimony, voice, and information about the lives of those people who are most marginalized and subordinated in society. As a result, some of the most potent injustices of our time become invisible in the archives. They fall into an epistemic black hole and often work their effects through the same means" Kevin Olson 2024 "Anxiety is one of the fastest growing mental illnesses in western societies and it is empirically linked to many pressing social issues, including economic distress and a rise in drug use and abuse. Historically, anxiety has primarily been conceived of as belonging to the domain of psychology. But it holds that if anxiety is social in nature, then treatments which stem from a perspective rooted in biological psychology—the dominant perspective of the day—can only treat the manifest symptoms. Rather than address the failure of the bio- medical model to treat the root causes of the problem, mainstream psychol- ogy resigns itself to mere management of these symptoms. This represents a conflict of interest in a discipline which receives funding and social prestige by supporting the prevailing model in the interests of the power structure over and above the interests of those who suffer from these affects." “We didn’t think there was going to be this lasting and permanent effect on sections of society. Nor did we foresee that the benefits of the new economy were not going to be spread out properly. The widening divide between those who really thrived under the new economy, and those who suffered, the gaps between the rich and the poor, which have got worse, steadily, through Thatcher, Major, Blair and other governments over the last twenty odd years. We still haven’t quite worked out how to address that." Kenneth Clarke (Chancellor of the Exchequer from 1993 to 1997), Lord Speaker Lecture, 2021

It's Class Pay Gap Day today 📆 On average, professionals from working-class backgrounds are paid 12% less per year than their more privileged peers in the same job, meaning they effectively work 1 in 8 days for free. That makes today the date when millions of working-class professionals effectively stop being paid. This needs to change. At Co-op we’re proud to measure our socioeconomic pay gap and are committed to creating a culture that allows everyone to thrive, regardless of socioeconomic background. And we encourage other employers to do the same. #ClassPayGapDay #SocialMobility

Social mobility really does matter. From now until the end of the year, working class professionals effectively stop getting paid compared to their more privileged colleagues. This is not ok. Meanwhile, we know that students who benefited from careers interventions in school can earn up to 20% more. By having schools, employers and individuals working together, we can provide relatable role models to all young people and create a fairer society. What can you do? - If you're a school, you can engage your alumni and local employers to careers education in your school. - If you're an employer, you can designate a percentage of volunteer days to support local schools and colleges to build their careers capacity and, you can provide meaningful experiences of the world of work for young people from all backgrounds. - If you're an individual, you can volunteer in your old or local schools to share your lived education and career experiences, to break down sector stereotypes and where possible, open doors to careers young people might not have heard of before. Sign the Future First pledge and get started: https://lnkd.in/eD8REmJh

As with all pay gaps, the class pay gap comes down to what we value as a society, and the worth we think people with different lived experiences can bring to the workplace. Class (just like age, gender, ethnicity, sexuality, neurodivergence and physical ability) is judged by perceived productivity, and how willing and able people are to conform with professional culture, comply with organisational structures and repress personal differences. The problem is, it's our differences that make for richer ideas and more robust teams. Conversely, that's because being disadvantaged or marginalised means you need community to survive. As a result, the elderly, women and genderqueer individuals, people or colour, queer folk, the neurosparkly and disabled people amongst us are better able to communicate, collaborate and handle constraints. In our work on HI Future, we learned that people impacted by homelessness not only brought a more dynamic and agile approach to employment because they'd lived beyond the confines of what society expected of them, but had deep wells of resilience and motivation, built from years of navigating complex social and public sector systems. Its our beliefs about what good looks like tyhat prevents us seeing the inherent potential and lived experiences others bring. So, the question is, what do you most value in people?

Today is Class Pay Gap Day 📅 The date when working-class professionals effectively stop getting paid compared to their more privileged peers. 💰 No matter our background, being fairly rewarded for our work is what we all expect. But our updated research has revealed that professionals from working-class backgrounds are paid an average of £6,287 – or 12% – less per year than their more privileged counterparts in the same occupations. By the end of this parliament, that means someone from a working-class background in a professional occupation could be £30,000 worse off – around the cost of a typical degree 🎓 This is holding both brilliant people and the UK economy back. Research from Demos and Co-op found that improving social mobility in our workplaces could boost annual GDP by £19bn per year 🚀 (Link: https://lnkd.in/efCFWiva) Introducing gender pay gap reporting was a historic moment in the fight for gender equality. The Government has committed to extending this to disability and ethnicity. Now it’s time to do the same for class. We’re calling on the Government to introduce mandatory class pay gap reporting for all large employers to break down barriers to opportunity and unlock the growth that our country desperately needs. Read more about the research here: https://lnkd.in/eNt5qUzs Anneliese Dodds Jonathan Reynolds MP Rt Hon Rachel Reeves Department for Education Office for Equality and Opportunity Department for Business and Trade Department for Work and Pensions (DWP)

Today is Class Pay Gap Day – and this one really hits home for me. I remember when I used to do interpreting work, ages ago. What I got paid wasn’t even enough to cover the cost of doing the job. The agency refused to pay more, so for a while, I ended up funding that role out of my accounting income. No extra earnings, no fair compensation – just me propping up a broken system. Eventually, I had to walk away. I was lucky – I had my accounting business to fall back on. But so many of the people I left behind didn’t have a backup plan. They’re still there today, years later, working just as hard but earning nowhere near enough. It’s a similar story for many #workingclassprofessionals across the UK and it goes tens of years back. Research today shows they’re paid an average of £6,287 less each year than their more privileged peers in the same roles. Over a five-year parliament, that’s a shocking £30,000 loss – almost the cost of a degree. And here’s another thing – I bet this survey doesn’t even touch on the companies and agencies who “employ” self-employed people or sole traders. You know the ones: they offer you a take-it-or-leave-it rate that’s set in stone, completely ignoring the basic rules of being self-employed. Yet people take it, thinking, “Well, this is #betterthannothing.” But is it really? But the real cost goes deeper. It’s not just the #paygap – it’s the mindset gap. These people stay because of the stories they tell themselves: “This is the best I can do.” “I should just be grateful.” “What if I can’t find anything else?” "l'm lucky to even have this job " #Fear. #Limiting beliefs. A #lackofselfworth. They minimise themselves so much that they lose their voice – and with it, the courage to value themselves more demand more. This is why I’m so passionate about #moneycoaching. It’s not just about managing #money – it’s about managing #mindset. It’s about helping people dissolve the beliefs that hold them back, find their #value and raise their #voices. Because #fairpay doesn’t just start with policies – it starts with self-worth. If class pay gap reporting became mandatory, it could hold employers #accountable. But we also need to hold ourselves accountable – for the stories we tell ourselves, the opportunities we settle for and the value we put on our work. £6,287 a year might be the pay gap, but it’s costing us billions in lost potential and #growth as a country. We don’t just need fairness in pay – we need fairness in the way we see ourselves. So, if you’re ready to stop minimising yourself and start claiming what you’re #worth, let’s chat. Because you #deservemore – in your career, your finances and your life. #ClassPayGap #FairPayForAll #MoneyMindset #KnowYourWorth #PayEquity #EndThePayGap #SelfWorthMatters #BreakBarriers #EqualOpportunities #Accountability #MintfulMind #MoneyCoaching

We love this from The Social Mobility Foundation 👏 The income of the family you are born into is one of the strongest predictors of your earning potential. We know that 3 in 4 students that are eligible for our programme will be earning below the real living wage by the age of 26. At Future Frontiers we empower our students to find meaningful, well paid work. Session 3 of our flagship coaching programme explores our students' dream jobs, including salary expectations, to ensure they are equipped with the knowledge and confidence they need to choose the right path. It is great to see awareness of Class Pay Gap Day being championed by businesses like Co-op, but we know there's a lot of work still to do. What is your organisation doing to tackle the class pay gap? 📊

Yesterday (August 19th) was Equal Pay Day. The size of the current gender pay gap in Australia means that it will take an extra 50 days of work, on average, for women to earn the same salary as men. We've made progress, but we need to do more. An extra 50 days of work is particularly startling when you consider that WGEA reports women spend 64.4% of their average weekly working time performing unpaid care, compared to just 36.1% for men. Instead of asking women to do more, we need to start asking how to make our economic systems equitable and appropriate for people of all genders.

Jobsplus has been awarded the 𝗘𝗾𝘂𝗮𝗹 𝗣𝗮𝘆 𝗖𝗲𝗿𝘁𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻 by the National Commission for the Promotion of Equality (NCPE), valid for the next three years. The gender pay gap extends beyond statistics; it affects pensions and increases the risk of poverty. Equal pay is not solely about salaries; it empowers individuals, promoting economic independence both at work and in retirement. This certification underscores the commitment to address the gender pay gap comprehensively. It not only reflects a dedication to equitable remuneration but also signals a broader societal effort towards promoting economic independence. It serves as a tangible step towards achieving the government's agenda of equality, aligning with initiatives such as the EU pay transparency directive. By leveraging tools like the Equal Pay Tool, organisations can actively identify and rectify pay disparities, fostering an environment conducive to fairer, more inclusive workplaces and retirement prospects for all.