We’re thrilled to announce that Gapsquare will be heading to the Massachusetts Institute of Technology’s Solve Challenge Finals in New York on September 17th. We will be pitching our solution to a Solve Challenge close to our hearts:
“How can women and girls of all socioeconomic backgrounds use technology to fully participate and prosper in the economy?”
Our cloud-based solution uses technology to help companies render the gender pay gap non-existent. From HR/employee data to clear visuals representing pay gap problem areas, to the long term solutions that will eventually #HackTheGap – ultimately benefiting us all – from individuals at work, to the global economy.
Combining disruptive technology with data is powerful. By using data to help companies understand their gender pay gap, we have shown we can fuel growth – McKinsey research shows that gender diversity means a company is 15% more likely to out-perform competitors.
Be part of the movement – Let’s Skip a Century of Inequality: Vote for our solution today!
Sian Webb, Partnerships Manager at Gapsquare shares some Gender Pay Gap wisdom with the Talk With Stitch team.
“As someone who spends a lot of my time looking and analysing numbers and figures, not a lot surprises me these days! However, I have been surprised at the number of charities and businesses that are reporting a higher than average gender pay gap and not accompanying it with an explanation or narrative about why they have one and importantly, what they are going to do to reduce it over the coming years.”
“The important thing for companies to see is not the actual figure in year one, but that it is improves and reduces in years 2 and 3. It is critical therefore that they get to grips with what exactly causes the gender pay gap in the first place (which is where Gapsquare comes in!) and so that they can put in place initiatives so that it will start improving and reducing.”
Read more about Gapsquare’s journey into Gender Pay Gap analytics on TalkWithStitch
By Sian Webb – Partnerships Manager at Gapsquare
At Gapsquare, we use technology to find out and explain what causes your gender pay gap. There is never one clear cut reason about why a company has a gender pay gap, and is usually caused by several factors, which can essentially be categorised into five causes.
Read More On The Equality and Diversity Website
New regulations came into force this April that require companies with over 250 employees to report on their gender pay gap. But what does this mean?
People, says Sian Webb at Gapsquare, are quick to confuse equal pay with the gender pay gap.
“I was recently sat in a pub with some friends and they said that they were looking forward to finding out if their male colleague with the same job title and same experience was being more than them. I was also recently sat in a meeting with a large technology company and their Financial Director stated that the regulations were “ridiculous” as they are not comparing “like for like”.
That’s because we do not have to compare “like for like”. That would be an equal pay issue – something that is a legal requirement since the 1970 Equal Pay Act. If a male colleague has the same job title, same pay grade, same experience but earns more than the female counterpart, then there could in fact be an Equal Pay claim and legal advice should be sought.
The gender pay gap reporting requirements however, are not to do with Equal Pay. They compare the overall company male average pay to the female average pay and are more likely to reflect the clustering of women in low paid, part time roles, occupational segregation as there are less women in roles that pay more, and general lack of women in leadership roles.
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.
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.
Hear from our CEO Dr Zara Nanu and Partnerships Manager on the revelations that Gender Pay Gap Regulations will create.
“Since the gender pay gap reporting regulations came in at the beginning of April, there has been criticism that the regulations “don’t go far enough”, that they will “backfire” or will not be effective. Some groups have even come out to say that the gender pay gap does not exist and therefore regulations are not needed.”
As an initial point, the regulations can start some key discussions about their gender pay gap within companies. In turn, this will create some questions on its impact on overall gender equality in the workplace.
“In my book, the gender pay gap should be counted only looking at men and women doing the same role”
If we are only looking at men and women doing the same role, and women are being paid less than men, then this is an Equal Pay issue, and grounds for Equal Pay discrimination as per the 1970 Act.
But what the gender pay gap is really about is the beginning of a narrative about workplaces’ practices that undervalue the roles of women both in the public and private sphere. The fact that the gender pay gap exists in companies can open our eyes to how the company is structured and how it supports true equality within the workplace.
This discourse opens the door to many possibilities that begin to paint a picture of some key issues facing women in the workplace today.