Verve Partners’ Post

💶Pay Transparency Directive in Italy: Provisions and Compliance On June 6, 2023, the Pay Transparency Directive (Directive EU 2023/970) took effect across the EU, marking a pivotal moment for gender pay equality. By mandating transparent, gender-neutral criteria for wages and increasing pay transparency, this directive helps to ensure equal pay for work of equal value. 🔍 Key Provisions: 1. Mandatory pay transparency and reporting 2. Prohibition of wage secrecy 3. Reporting requirements 4. Compulsory pay audits At A.L. Assistenza Legale, we help foreign companies navigate compliance, uphold equal pay, and eliminate gender discrimination in the Italian workforce. Partner with us to ensure smooth compliance and gender equality. Read the full article here: https://lnkd.in/dnTw2im2 Preparation is essential—get ahead of the curve with A.L. Assistenza Legale! 📞 Call us at +39 345 3338510 📩 E-mail: info@alassistenzalegale.it 🌎 Visit: www.alassistenzalegale.it #ALAssistenzaLegale #Italy #Italianlawyers #LegalAdvice #Equalpay #Genderequality #Paytransparency #EqualpayinItaly #ItalianLaw #Lawyers #InternationalLaw #LegalHelp #ItalyLaw #LegalTips

KRI’s two latest working papers, “Gender Gap in the World of Work: Status and Progress” and “Individual Attributes, Values and the Gender Employment Gap” examine the labour market through a gender lens. The papers discuss the progress made in addressing gender disparities over the last five decades, while also exploring how individual attributes and values differentially shape men’s and women’s employment. Read our papers here: 1) Gender Gap in the World of Work: Status and Progress : https://lnkd.in/gZk4jV89 2) Individual Attributes, Values and the Gender Employment Gap: https://lnkd.in/g5W4KfaU #KhazanahResearchInstitute #KRI #AdvancingMalaysia #GenderGap #work #equality

Our first-ever Gender Pay Report is now live. And it shows no gender pay gap at Encore 👍 As our CEO, Joaquim Fillola says introducing the report: “We’re committed to providing a supportive environment for everyone that promotes equality and diversity, and where all our people can flourish.” This report is just one step in demonstrating we’re achieving just that. Read the full report to find out what the data says, and what we’re doing now - and in the future - as we continue to make Encore an inclusive workplace, which attracts the best talent and a diverse workforce: https://bit.ly/3xtmMcT #GenderPayReport #PropertyManagement #ManagingAgent

At the current rate, it will take 257 years to close the gender pay gap - International Trade Union Confederation - ITUC Today is International Equal Pay Day. This is a day to work towards the aim of achieving equal pay for work of equal value. And there is still so much more to do. The United Nations estimate that the gender pay gay is 20% globally. Turning to the person next to you, who does the same role, and knowing they are paid 20% more than you are sounds not only unfair, but unmotivating and disheartening. Spread the word, to help work towards this key milestone in gender equality. #internationalequalpayday #equalpay #equalpayday #takeaction https://lnkd.in/gs3wyCex

The Workplace Gender Equality Agency (WGEA) released its Employer Gender Pay Gaps Snapshot today, finding the national median total remuneration gender pay gap is 19%. Crucially, the report found a clear link between more women in leadership and a lower pay gap, even though CEO and Director remuneration has not been included in the current calculations. It’s clear that Directors, as custodians of organisational governance and strategy, play a pivotal role in addressing and reporting on gender pay gaps. Governance Institute of Australia believes that by understanding and addressing gender pay disparities, boards can enhance reputation, attract top talent, and foster a culture of fairness and transparency – all the elements that go towards organisational good governance. You can find your employer’s gender gap and view further findings by visiting https://www.wgea.gov.au/ #GenderPayGapReveal #EmployerGenderPayGaps

One of the most important aspects of addressing the gender pay gap is understanding the cultural and systemic factors unique to each country. In Japan, the intersection of long working hours, seniority-based systems, and traditional gender roles present specific challenges.     At EDGE Empower®, we’ve seen that tailored strategies, such as promoting flexible working arrangements and encouraging men to take parental leave, can have a profound impact. By creating an environment where both men and women can thrive equally, we pave the way for sustainable gender equality.     Let's continue to push for Real. World. Change. Together.    #RealWorldChange #EDGEEmpower #GenderEquality #CulturalContext #TailoredStrategies #EDGECertification #JapaneseWorkforce

A critical aspect of addressing the #GenderPayGap is understanding the unique cultural and systemic factors in each country. In Japan, long working hours, seniority-based systems, and traditional gender roles present specific challenges. EDGE Certification provides a structured methodology that is consistent with global best practices, empowering organizations to take decisive action towards pay equity. It equips organizations to proactively address pay gaps, supporting their pursuit of fair and equitable compensation for all employees.

🍂🌷☘️Five days to go: The Gender Pay Gap: In-depth analysis. Insights. Targeted actions Workshop Book here: www.trybooking.com/CRPXA In partnership with the Institute of Managers and Leaders Australia and New Zealand, you are invited to this half day in person workshop on Tuesday 11 June in the Sydney CBD. 🏫Please join me, Julie Burton and Vanessa Paterson with over 20 years experience each in gender equity and pay gap analysis. We love doing this work. 🛤️Learn why reducing your gender pay gap (GPG) is critical for business performance. In this 4 hour interactive workshop, you will learn: ⚓about the GPG and its drivers ⚓how to conduct a thorough analysis of your data ⚓how to interpret your data - insights to action ⚓how to reduce or manage your GPG ⚓how to communicate with influence ⚓develop your GPG Road Map 🔊Register now! Date:            Tuesday 11 June 2024 Time:            9.30am - 2.00pm (Light lunch provided) Duration:     4:00 hours Venue:          Institute of Managers and Leaders Australia and New Zealand Adrian Price Ashleigh Rennison MIML #Diversity #Equity #Inclusion #Belonging #GenderPayGaps #GenderEquity #Gender #IntersectionalAnalysis #DiversityData #DiversityDataLiteracy #GenderEquality

A deep dive into Figures’ actions towards reducing gender inequalities… As the #EUTransparency directive draws near, the spotlight intensifies on the gender pay gap… True to our commitment to transparency, we’re revealing an inside look at the evolution of our gender pay gap over the past year! In this new article, you will find precious insights from our VP People Agnès Chauvigny that will help you understand what’s behind our HR strategy, from the strides we’ve made to the challenges we’ve tackled. Let’s dive into the journey of progress and discovery together 🙌 🔥 And if you want to read the full article: https://lnkd.in/e-eaCQVg #integrity #genderpaygap

As Japan prepares to address the gender pay gap, Prime Minister’s Advisor Wakako Yada and our founder Aniela Unguresan speak with Nikkei to explore the challenges faced by Japan and the corresponding solutions. Currently, the Japanese government publishes a database on women’s workforce participation, including pay gaps for each company. This is a good starting point but lacks depth. Aniela discusses how our assessment tools enable companies to input pay data for multiple regression analysis, identifying unexplained pay gaps and providing actionable recommendations. Furthermore, while Japan’s emphasis on transparency is commendable, it does not mandate actions or impose penalties for non-compliance. This contrasts with the European Union’s 2023 directive, which requires companies to disclose pay disparities and mandates corrective actions if unexplained disparities exceed 5%. This kind of enforcement is crucial in ensuring fair pay practices. At EDGE Empower, we believe in the power of data-driven analysis and strategic guidance to foster gender equality. With 750 EDGE Certifications granted to large organizations in 65 countries, we have seen significant progress. A notable example is EDGE Certified Mercari, Inc. a Japanese company that has successfully reduced their pay gap from 7% to 2.5% in just one year. These conversations are crucial as we strive to understand local landscapes and advance gender equality globally. Together, we can ensure sustainable progress in closing the gender pay gap. https://lnkd.in/e-b2iagf #EDGEEmpower #GenderEquality #PayGap #DEI #Japan #JapaneseWorkforce #WorkplaceEquality #RealWorldChange