Gapsquare – Insights from the STEM Gender equality Congress, Berlin

Gapsquare’s Dr Zara Nanu joined teams of academics, industry experts, government representatives and policy makers at this year’s annual STEM Gender Equality Congress on the 8th and the 9th June where she spoke on Sharing Best Practice Between Industry and Academia. 

Sharing years of accumulated knowledge and experience working with companies in the UK and internationally to close their gender pay gap, Zara debated the issues with representatives of the World Economic Forum , Accenture and EDGE Certified Foundation.

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The event brought together experts and key figures who are working together to increase the number of women in Science Technology Engineering and Maths, and support those who do make it into STEM industries to stay there. A series a fascinating talks and panel discussions on how to bring women into STEM ensued.

The congress covered ways to ensure more women enter the sector and that these women are retained. It is widely acknowledged that this is not what happens at present and this plays its own devilish part in making the gender pay gap what it is (though they’re definitely not the only industries with serious issues to overcome).

Gapsquare’s particular interest was in discussing current practice in terms of engaging more women in STEM and also the creative thinking that is needed to bring together more stakeholders to think about how they can attract more women in STEM.

According to Dr. Zara Nanu:

“Obviously occupational segregation and lack of women in STEM is one of the leading causes of its gender pay gap and if we don’t do anything to increase numbers of women in these sectors then in 50 years’ time, with automation and the progress of technology we are going to see an exclusion of women from the economy altogether. ”

This was a hugely engaging congress and Gapsquare looks forward to continuing to work with innovative companies across the UK to share the wealth of knowledge and expertise gained on how we can increase the numbers of women in STEM.

 

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Gapsquare – Insights from the STEM Gender equality Congress, Berlin

#hackthepaygap – call for partners

In the week of September 25 – September 29, 2017 Gapsquare is organizing a “Hack the Pay Gap” event. The purpose of the event is to bring together developers, designers, and data scientists across South West to use their skills to help get women and ethnic minorities paid what they deserve.

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Using data on Annual Survey of Hours and Earnings from the Office for National Statistics, we would like to engage teams of technologists, data-scientists, designers, and subject-matter experts from across the South West to create new solutions for a very old problem: the gender and ethnicity pay gap.

The World Economic Forum estimates it will take at least 117 years to narrow the gender pay gap. We believe that by using technology and science we can skip a century of inequality. With #hackthepaygap we want to be tackling it with some of the most powerful tools available to us now — big data, interactive visualizations, and virtual reality.

In order to make the event more powerful, we are currently looking for partners. For one week, teams from across the South West will come together to create a diverse range of products aimed at creating tools for companies, women, ethnic minorities and the broader public.

The products can range from new ways of looking at the problem to ways individuals and companies can take action by creating more transparency around salary, gender bias in hiring, and the economic impact of the pay gap.

Gapsquare is looking for partners in the South West who can join this exciting event. To learn more about the event and how you can be involved, please contact Zara Nanu zara.nanu@gapsquare.com, or 44 (0) 117 230 0066.

Article by Zara Nanu,  follow her on LinkedIn
Zara Nanu
#hackthepaygap – call for partners

Public sector to lead on the gender pay gap

Public sector organisations reporting on the gender pay gap can now take data driven decisions to narrow the gap.

C6fnWemWAAEXjRO.jpg-largeLast week, Secretary of State for Education and Minister for Women and Equalities Justine Greening signed public-sector ‪#GenderPayGap regulations into law. Public-sector bodies will now have to calculate their gender pay gap figures and published them with a written statement on the organisation’s website.

Analysing the gender pay gap is not a novelty for the public sector due to already existing Public Sector Equality Duty (since April 2011).

Those subject to the equality duty already had to do the following:

  • Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.
  • Advance equality of opportunity between people who share a protected characteristic and those who do not.
  • Foster good relations between people who share a protected characteristic and those who do not.

As part of the Public Sector Equality Duty, public authorities with 150 employees or more in England, Wales and Scotland had to publish information about their work around equality and gender annually to demonstrate compliance with the general equality duty. Continue reading “Public sector to lead on the gender pay gap”

Public sector to lead on the gender pay gap

We’re growing!

SianThis international Women’s Day we are delighted to announce that Gapsquare is growing and Sian Webb will be joining our team in April.

In her role as Partnerships Manager, Siân will be working on scaling up Gapsquare nationally so that more companies can benefit from the use technology to analyse and close the gender pay gap.

Siân has a background in gendered research, consultancy and campaigns, stemming from her Masters degree at the University of Bristol in Gender and International Relations.

She has spent the last four years working as a Programme and Campaigns Manager for Bristol Women’s Voice and has previously worked in the private sector in HR.

Her experience in data analysis on gender and diversity in the West of England and the gender pay gap is a real asset for Gapsquare.  Welcome Siân! #BeBoldForChange #IWD2017 #team #genderpaygap.

We’re growing!

Technology: the tipping point for diversity

Despite many opportunities over the past century, we have not yet made break through on diversity. Could we achieve more with the help of technology?

global-tipping-pointIt’s now a decade since I first read my favourite book – Malcolm Gladwell’s The Tipping Point: how little things can make a big difference. It’s a brilliantly written book (like anything else by Gladwell) on what makes ideas, trends and social behaviour cross a threshold, tip and spread like wildfire.

Since then, I’ve been imagining what that tipping point would look like for increasing diversity. And I’ve seen many moments when I thought – This is it! and then nothing happened.

Technology might be the tipping point we need to help embed the agenda into our lives.

A research published by the Harvard Business Review in 2013 shows that employees in more diverse companies are 45% likelier to report a growth in their market share and 70% likelier to report spreading into new markets. The benefits of closing the gender pay gap are not only social, but also make business sense.

Widely quoted 2007 research from McKinsey suggests that European listed companies with greater gender diversity in top positions outperform sector averages. These firms also achieved stock price growth of 64% relative to a sector average of 47%.

But despite these and many other reports that demonstrate the positive relationship between diversity and company success, the agenda has not yet made it into the mainstream. We continue to have meetings in praise of inclusivity and diversity, and then return to our desks to continue business as usual. Continue reading “Technology: the tipping point for diversity”

Technology: the tipping point for diversity

How your law firm will lead on closing the gender pay gap

screen-shot-2017-02-15-at-15-28-41For law firms across the country, the 2017 gender pay gap regulations represent an opportunity.  As the deadline for the analysis of the Gender Pay Gap and Bonus Gap for the The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 grows closer, the urgency for legal firms is both in demonstrating positive action within their own organisations and in providing clients with necessary legal support and practical guidance for compliance. It’s high time to assume the mantle as leaders in ending the gender pay gap, and inspire those you work with to do the same.

“Working with Gapsquare has enabled many of our clients to see at a glance where any gender pay gaps exist and to analyse the factors behind the statistics. With the insights gathered from these analytics, they can now take positive steps to address any issues ahead of the gender pay snap-shot date, and well before the deadline for publishing their data”.

Victoria Parry, Partner, Osborne Clarke LLP

Gapsquare was specifically built to help clients become self-sufficient in complying with gender pay gap reporting while also helping businesses close their gender pay gap. With a few clicks on the screen, you get your instant reporting figures, and the results include data that will assist both you and your clients in taking action. Our interactive dashboards will point out the trends in your gender pay gap and identify what you can do to narrow the gap.

Currently there are two versions of Gapsquare available online. The FREE tool will calculate some key reporting indicators such as the median and the mean pay gap, and will distribute your workforce across the pay quartiles. The PRO tool will automatically calculate the hourly rate excluding overtime and provide all reporting figures for pay and bonus gaps. Gapsquare’s advanced PRO tool includes guidance that will help you and your clients emerge as trailblazers in tackling the gap.

Our dedicated team works to guide you in making the most of our tools and prepare your business effectively.

 “It was clear to us that many employers would need advice and support at an early stage on the new gender pay gap reporting regime.  And we felt it was crucial that this advice covered not only the mechanics of the reporting exercise itself but the wider ramifications for the business… To that end, we built contacts with relevant stakeholders such as the Government Equalities Office, Gapsquare and Deloitte… “.

Amanda Steadman, Professional Support Lawyer, Addleshaw Goddard 

Act now for the Gapsquare Package at a concessionary rate
Continue reading “How your law firm will lead on closing the gender pay gap”

How your law firm will lead on closing the gender pay gap