Vintage’s Post

Today, on International Women's Day, let's shine a light on something important – the EU's gender pay gap, which still stands at 13% for 2023. This means for every €1 a man makes, a woman makes only €0.87. That's not just numbers, it's people's lives. It's a reminder that there is still a lot of work to be done. I believe that Pay Transparency can be a game-changer. By making salaries more open and transparent, we're not just promoting fairness, we're actively working towards closing the gap. It encourages honest conversations and makes it easier to spot where the inequalities lie. When we lift everyone, we all rise. Simple as that. Let's do better.

Here is my latest blog post on an issue close to my heart: the gender pay gap in the tech industry (and no, I don't need to wait for equal pay day to write about it, and neither should you). Despite growing awareness and initiatives, women in tech still earn up to 61% less than their male counterparts. In my article, I explore how unconscious bias, performance review biases, and government policies contribute to this persistent gap and offer practical strategies to address these challenges. Achieving pay equity isn't just about fairness—it's about leveraging the full potential of diverse talents and perspectives. By addressing these inequalities, we not only support the professional growth of women in tech but also drive innovation and success within our organizations. It's time for both companies and policymakers to step up and commit to real change. I invite you to read the full article and join the conversation on how we can create a more equitable and inclusive tech industry. Your insights and experiences are invaluable as we work together to bridge this gap. Much Love! -5xmnority Read more here: https://lnkd.in/eWR8nd-C #GenderPayGap #WomenInTech #EqualPay

How Fair is Your Pay? 🤔💷 There's a stark contrast in perception when it comes to gender pay equality, folks. With the upcoming living wage increases in the UK, it's time we talked real numbers versus perceptions. A revelation: 79% of male employees are under the impression that pay checks are balanced between genders. Contrastingly, only 55% of women agree, per the 'UK women professionals in the workplace 2024' report by HiBob. Let's delve into the matter. Only a mere 11% of men think that they're pocketing more than women, whereas a significant 31% of women are on the other side of this belief. The confidence in job performance is high across the board—93% for both men and women. Yet, when the promotion bell tolls, 33% of women find themselves overlooked, against 25% of men in the same scenario. In this tug-of-war for equal recognition, twice as many women (36%) feel that men are fast-tracked to promotions within our organizations. And let's talk transparency—or the lack thereof. Only 31% perceive that their employers are truly ironing out the folds in salary clarity. Gender can still be an uncomfortable shadow at work, with 23% of women feeling undermined because of it, and the family factor? It's affecting career advancements, too. A significant 54% of women (myself included until I set up and became a Founder & Director for my own business) believe that motherhood has thrown a spanner in their professional works, a sentiment less shared by male counterparts (33%). Nirit Peled-Muntz of HiBob sends out a clarion call for action. To hit genuine gender parity, strategic actions need implementation—right down to eliminating those niggling pay and promotion gaps and empowering women through leadership mentorship. It's 2024, we're more than aware that fair pay isn't just about fairness; it's sound business. After all, content employees are the ones who stick around and excel. Now tell me, what do you see around you? Are we matching up to the ideal or is there still ground to cover? Share your thoughts below. 👇 #GenderPayGap #FairWage #WomenInLeadership

How Fair is Your Pay? 🤔💷 There's a stark contrast in perception when it comes to gender pay equality, folks. With the upcoming living wage increases in the UK, it's time we talked real numbers versus perceptions. A revelation: 79% of male employees are under the impression that pay checks are balanced between genders. Contrastingly, only 55% of women agree, per the 'UK women professionals in the workplace 2024' report by HiBob. Let's delve into the matter. Only a mere 11% of men think that they're pocketing more than women, whereas a significant 31% of women are on the other side of this belief. The confidence in job performance is high across the board—93% for both men and women. Yet, when the promotion bell tolls, 33% of women find themselves overlooked, against 25% of men in the same scenario. In this tug-of-war for equal recognition, twice as many women (36%) feel that men are fast-tracked to promotions within our organizations. And let's talk transparency—or the lack thereof. Only 31% perceive that their employers are truly ironing out the folds in salary clarity. Gender can still be an uncomfortable shadow at work, with 23% of women feeling undermined because of it, and the family factor? It's affecting career advancements, too. A significant 54% of women (myself included until I set up and became a Founder & Director for my own business) believe that motherhood has thrown a spanner in their professional works, a sentiment less shared by male counterparts (33%). Nirit Peled-Muntz of HiBob sends out a clarion call for action. To hit genuine gender parity, strategic actions need implementation—right down to eliminating those niggling pay and promotion gaps and empowering women through leadership mentorship. It's 2024, we're more than aware that fair pay isn't just about fairness; it's sound business. After all, content employees are the ones who stick around and excel. Now tell me, what do you see around you? Are we matching up to the ideal or is there still ground to cover? Share your thoughts below. 👇 #GenderPayGap #FairWage #WomenInLeadership

We came across this article and it really resonated. It's surprising and disheartening that in 2024, we're still grappling with the gender pay gap. But it's not just about the numbers – it's about creating a workplace where women feel truly valued and appreciated for their contributions. Simply focusing on pay isn't enough. We need a more comprehensive approach that considers things like promotions for female employees, turnover rates, and support services. It's time to shake things up and ensure that the achievements of talented women are not only recognised but also celebrated, paving the way for more female leaders. Organisations need to be held accountable, and detailed reporting is key to driving real, lasting change. Let's come together to create an environment where everyone, regardless of gender, can thrive and succeed. It's time to make a meaningful difference and empower women in the workplace. #WorkplaceEquity #CulturalShift #EmpowerWomen

On International Women's Day, it's imperative for employers to reflect on the progress they've made and the work that still lies ahead. The gender pay gap, though marginally reduced (by 0.01% compared to the figure in 2022), continues to persist at 14.3% in 2023. 💡Transparency is key. Let's make concerted efforts to ensure that our company operates on the principle of equal pay for equal work. It's not just a moral imperative; it's a business necessity. 🤸♀️ Did you know that according to an IWG survey, nearly three-quarters of women (72%) would consider leaving their current job if the option to work hybrid was taken away? Flexibility in work arrangements isn't just a perk; it's a vital support system for caregivers and individuals balancing multiple responsibilities. 🌈 Creating a welcoming and inclusive environment is non-negotiable. This means more than just lip service. It requires implementing the right policies, providing comprehensive training, and actively working to dismantle toxicity in the workplace. 📊 The statistics from a recent McKinsey report are sobering: for every 100 men promoted to manager, only 87 women will ascend to the same position. It's clear that the issue isn't a glass ceiling but rather a broken rug. 🌟 To rectify this, we must prioritise mentoring female talent, ensuring they have equal access to career-enhancing opportunities. Additionally, we need transparent processes for internal promotions, ensuring decisions are based on merit rather than gender.

I recently came across this article that really resonated with me. It's surprising and disheartening that in 2024, we're still grappling with the gender pay gap. But it's not just about the numbers – it's about creating a workplace where women feel truly valued and appreciated for their contributions. Simply focusing on pay isn't enough. We need a more comprehensive approach that considers things like promotions for female employees, turnover rates, and support services. It's time to shake things up and ensure that the achievements of talented women are not only recognised but also celebrated, paving the way for more female leaders. Organisations need to be held accountable, and detailed reporting is key to driving real, lasting change. Let's come together to create an environment where everyone, regardless of gender, can thrive and succeed. It's time to make a meaningful difference and empower women in the workplace. #WorkplaceEquity #CulturalShift #EmpowerWomen

🩷 Women In Architecture 🩷 ⏰ 18 months is how long businesses have to implement the EU Pay Transparency Directive by June 2026. Companies must introduce a transparent remuneration strategy that aims to reduce the pay gap between Men and Women. We support businesses by recruiting diverse architecture teams and offer support and guidance to attract and retain female architects. For more information please reach out to me at david@vintageglobal.net #WomenInArchitecture #WomenInTech #Diversity #Recruitment #Careers

📣 It was an honour to be invited by Women in Architecture UK and Anna Ifanti, at the UKREiiF Leeds Buro Happold event, to discuss the gender pay gap published by the AJ100. 🌟 With huge thanks to Dr Ana McMillin Annie Cosentino Maria Loreto Flores Tanisha Raffiuddin and the rest of the Buro Happold team for putting on a popular event. 🎤 Superbly chaired by Del Hossain and with Pepper Barney FRSA FIPM, Marsha Ramroop FRSA FIEDP, Julie Bramsdon and Suzanne Ross all sharing key points of view. Some takeaways: 🎗For employers: 📍 Really know your employees 📍 Create clear job descriptions with skills and responsibilities across all levels 📍 Question how decisions are being made internally 📍 Create safe environments that encourage hard conversations 🎗For employees: 📍 Ask - asking for what you want and how to get to want you want. 📍 Find or create groups that are supportive like WIA. 📍 Be clear with what you want to achieve and want to do - this is unique for everyone. 📍 Resilience - you can do this (and hard things). A 'no' once, isn't a 'no' in future. 🌟Change is happening, progress is being made, more visibility is happening. It's hard - we see and hear this daily. In a strange post-covid market we see more woman making change and shifts that are not always shouted about - there is still more work to go and you are a big part of that change.

🚻 Who Really Cares About Equal Pay? If you don't already - it's definitely time to step up! Equal pay isn't just a headline – it's a priority for businesses committed to fairness and inclusivity. But how does this translate in the world of skilled contractors? We're seeing more and more talented women taking on key contracting roles than ever before. But equal pay remains an unresolved issue. Our State of contracting 2024 revealed that female participation in traditionally male-dominated contracting roles has surged from 15% in 2021 to 33% in 2024. For Gen Z contractors, it's reached a 50/50 gender split. 🎯 The issue? Despite this influx of incredible female talent, the gender pay gap persists. Women contractors are still earning less than their male counterparts for similar roles, and this gap could discourage more women from pursuing these vital positions. Company's supporting these skilled professionals with fair pay aren't just the right thing to do – it’s crucial for fostering a truly competitive and inclusive workforce, and without addressing it you are going to miss out on this top tier female talent. Read more on gender diversity in contracting in our article: https://hubs.ly/Q02PJXCy0 Over to you: What steps are you taking to ensure pay equality in your contingent workforce? #EqualPay #WomenInContracting #CloseTheGap