Vintage’s Post

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

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

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

International Parity at Work Day is a time to celebrate diverse work environments and promote equitable pay. In this article, Professor Jennifer Tomlinson outlines five actionable ways organisations can close the gender pay gap, from setting KPIs to reviewing pay and progression processes.   You can read it here: https://lnkd.in/ePEtqDsJ   #turnaround #insolvency #restructuring

📣 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.

🌐 Today is Equal Pay Day – a reminder that the gender pay gap still exists, and as a woman in the data analytics industry, I know firsthand the importance of addressing this issue. Working in insights, I've seen the power of data to drive business outcomes, but numbers also reveal a persistent reality: women continue to be paid less than men for the same work. 💬 This isn’t just about statistics – but they’re hard to ignore. In Australia, the gender pay gap currently sits at 12%. This means that, on average, women earn $237.98 less per week than men. This isn’t just a number – it’s a reflection of the systemic barriers women face in the workplace, impacting their careers, financial security, and opportunities for growth. 🔎 Why does this matter to me? - As a woman in leadership, I’ve had to navigate the challenges of breaking through biases and advocating for fair recognition. The gender pay gap isn’t just a number – it impacts women’s careers, financial security, and future opportunities. - In my role, I’m committed to fostering an environment where equity is the standard. That means actively addressing pay disparities and encouraging transparency. 👊 How can we move forward together? - Transparency is key: It’s time we push for open conversations about pay equity in the workplace. By using data and analytics, we can shine a light on disparities and take actionable steps to close the gap. - Champion women in leadership: We need more women at the decision-making table. Supporting, mentoring, and sponsoring women throughout their careers is critical to creating a fairer future. - Challenge the status quo: Equal pay is not a women’s issue; it’s a business imperative. When we ensure pay equity, we build stronger, more resilient teams that drive better outcomes for everyone. 🌟 I believe in a future where equal pay is the norm, not the exception. In my work, I’ve seen how data can tell powerful stories – and the story we should be telling is one of fairness, equity, and opportunity for all. Let’s not just talk about the gap today – let’s commit to closing it. Together, we can create a workplace where every individual, regardless of gender, is paid fairly and valued for their contributions. I’m proud of the steps that Quantium continues to make in providing transparency and closing the pay gap. #EqualPayDay #PayEquity #DiversityandInclusion #Leadership #WomenInBusiness #DataAnalytics #GenderEquality

🚻 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

Gender Pay Gap in 2024: Why Are We Still Talking About This? It’s 2024, yet the gender pay gap remains stubbornly in place. How? Why? In the UK, we legally require only businesses with 250+ employees to report their gender pay data. Yes, this law is a step towards transparency and accountability but it barely scratches the surface. Small businesses, which make up a huge part of our economy, don’t have to report anything. That’s thousands of women potentially being underpaid without anyone being held accountable. Some small businesses are stepping up voluntarily, showing their pay data to demonstrate real commitment to equality. They’re digging deep to understand where they stand and, crucially, where they need to improve. They know that fairness and transparency build trust and attract talent and that failing to report might speak volumes to employees who want to know they’re valued and respected. But the truth is, if this data is missing from a major part of our economy, how can we hope to tackle pay equity? Relying only on “voluntary” reporting is too weak a solution. Real progress requires hard action. It means bringing transparency to every level, to every organisation, not just the giants. So let’s ask the uncomfortable questions....Why aren’t we holding all businesses to the same standard? How much longer will we let these gaps persist, hidden by the loopholes? Pay equity should be non-negotiable. Transparency in pay isn’t an issue for “big companies only” it’s a human right, a business essential, and a litmus test of our values. Let’s be clear here, fair pay shouldn’t be an option. It’s an obligation. It’s beyond time for action. #HR #culture #GenderPayGap #HumanResources #EqualPayDay, #PaycheckFairnessAct #EqualPay #TimeForChange #FYXER

Women earn just 84 cents for every dollar a man makes.*💸 It is projected that gender pay equity won't become a reality until 2056.* Currently, the gender pay gap stands at 14.3%,** Meaning the average woman must work 52 days (nearly two months) before she starts getting paid in comparison to the average man.** There are two types of gender pay gaps: → 𝗧𝗛𝗘 𝗖𝗢𝗡𝗧𝗥𝗢𝗟𝗟𝗘𝗗 𝗚𝗔𝗣 Measures the difference in pay between men and women performing the same job, with the same experience and qualifications. Currently, it is at 99 cents for every dollar men earn.* This is actually ILLEGAL and, if it is happening, should 100% be called out❌. → 𝗧𝗛𝗘 𝗨𝗡𝗖𝗢𝗡𝗧𝗥𝗢𝗟𝗟𝗘𝗗 𝗚𝗔𝗣 Represents the overall difference in pay between men and women, considering all the jobs and industries in which they work. #GenderPayGap arises when there are more women in lower-income roles than there are in C-suite positions (CEOs, presidents, etc.). Despite the push for equal pay for equal work, women continue to earn less than men in nearly every occupation, from entry-level positions to the C-suite. Organisations don't set out to create gender pay gaps, but they persist. Causes include: 💔 Discrimination and bias in hiring, promotions, and pay decisions 💪 Undervaluation of women's competencies 👩👧 The motherhood penalty on careers 🚀 Fewer women in leadership ⏳ Lack of workplace flexibility. Organisations need to address gender pay gaps, Not only because it is the RIGHT thing to do, But it's the SMART thing to do. Things that organisation can do: 1️⃣ Promote family-friendly policies that allow women and men to balance ambition with caring responsibilities. 2️⃣ Create flexible job opportunities and redesign senior roles. 3️⃣ Reach out to diverse candidates in your communities. 4️⃣ Use balanced interview panels. 5️⃣ Assess pay structures for gender pay differentials between senior male dominated roles and more junior female-dominated roles. 📹 Video by @freeda_en on Instagram _ Women in Data® is a membership organisation whose mission is to achieve gender parity in the Data and Tech industries. We want create interventions to attract more female and gender diverse data professionals. Then ensure they are retained to maximise their individual career potential. Together with our partners and our 70,000+ community, we have a measurable, positive impact on pressing industry issues such as sector entry, career advancement, role modelling, pay and inclusion. (Comment below if you want to partner with us) Join our community (it’s free)✨➡️ https://lnkd.in/eCS5y3Y3 _ *Forbes, 2023: https://lnkd.in/gfiy5etQ ** Trades Union Congress (The TUC), 2024 : https://lnkd.in/etWNzbMF #WomenInData #WomenInTech #WomenInAI #WomanInData #GenderPayGap #GenderParity #GenderEquality