Beyond The Pay Gap Figure With Michelle Gyimah podcast

#MBA #Careers #Business #Michelle Gyimah #Discrimination #Equity #Ethnicitypaygap #Gender #Genderpaygap #Humanresources #Michellegyimah #Pay #Paygap #Corporate #Employee #Employment #Equal #Ethnic

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Great short Bonus Show for all our loyal podcast fans. This week a tremendous comedy team shares comedy and music...it's "Mack & Jamie" , stars of TV's "Comedy Break"; sharing loads of musical humor. Enjoy!

Beyond the pay gap figure with Michelle Gyimah

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In this podcast, Michelle Gyimah, an expert in Pay Gaps and Equality, gives Directors, HR Professionals and Business Owners a guide on how to challenge, report and implement strategies to make workplaces fairer and more equitable.

22 episodes

Beyond the pay gap figure with Michelle Gyimah

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maison des série•Feed

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22 episodes

#MBA #Careers #Business #Michelle Gyimah #Discrimination #Equity #Ethnicitypaygap #Gender #Genderpaygap #Humanresources #Michellegyimah #Pay #Paygap #Corporate #Employee #Employment #Equal #Ethnic

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20. Case Study - How One Client Reduced Their Pay Gap by 14.9% in 3 Years 15:26

il y a 22 weeks15:26

15:26

Introduction: In this case study episode, Michelle shares how one organisation successfully reduced its pay gap by nearly 15% over three years. The organisation implemented a sponsorship program where senior leaders actively sponsored high-potential women, providing them with visibility, mentorship, and opportunities for advancement. The company revised its parental leave policies to offer equal opportunities to both parents, which resulted in a more balanced division of responsibilities and reduced biases against women in career advancement. By maintaining transparency in their efforts and setting clear, measurable goals, the organization built trust and showed commitment to reducing the gender pay gap, which led to significant progress over three years. Quote Highlight: "Real change happens when policies align with the company’s values, and actions back them up." For support in addressing your pay gap issues book a free call here: _ Book a cal Website: _ www.equalitypays.co l Michelle’s training: Solve Your Biggest Pay Gap Issue in a Day: Solve Your Biggest Pay Gap Issue in a Day LinkedIn: _ https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: Beyond The Pay Gap Figure Podcast from Equality Pays…

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19. What Does Pay Gap Success Look Like? It’s Not What You Think 13:57

il y a 23 weeks13:57

13:57

Introduction: This week our host Michelle Gyimah explores what true success looks like when it comes to closing the pay gap. ‌ Success is not just about meeting legal requirements for reporting pay gaps. It's about creating a culture where equality is ingrained in every organisational process, from recruitment to promotion. ‌ Success in pay gap reduction should be measured by long-term impacts such as employee retention, satisfaction, and the growth of diverse talent in leadership roles. ‌ Organisations need to focus on more than just reducing the numbers; they should aim for comprehensive measures that include policy changes, fostering an inclusive culture, and continuous monitoring and improvement. ‌ Quote Highlight: "Success in pay gap reduction isn’t just about the numbers; it's about the retention and satisfaction of diverse talent." ‌ Tune in next week for a special case study episode where our host Michelle Gyimah shares how one organisation successfully reduced its pay gap by nearly 15% over three years. ‌ For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co Michelle’s training: Solve Your Biggest Pay Gap Issue in a Day: https://equalitypays.mvsite.app/products/courses/view/1170224 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: Beyond The Pay Gap Figure Podcast from Equality Pays…

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18. Pay Gap Lies That Keep You Chasing the Wrong Metrics ‌ 14:01

il y a 24 weeks14:01

14:01

Introduction: In this episode, host Michelle Gyimah discusses common misconceptions about pay gaps and the metrics that organisations often chase without achieving real impact. ‌ Many organisations focus on metrics like the average pay gap without digging deeper into the underlying causes. Michelle emphasises that understanding the root causes—such as gender bias in promotions or unequal access to high-paying roles—is key to making real progress. ‌ Organisations should prioritise actionable steps, such as conducting regular salary audits, providing bias training for leadership, and setting measurable diversity and inclusion goals. ‌ Michelle stresses that leadership buy-in is essential for closing the pay gap. Training leaders to understand and act on pay gap issues is more effective than relying on surface-level metrics. ‌ Quote Highlight: "Chasing the wrong metrics will keep you in a loop; instead, focus on measurable actions that bring real change." ‌ Tune in next week to hear your host Michelle Gyimah reveal what true pay gap success looks like. ‌ For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co Michelle’s training: Solve Your Biggest Pay Gap Issue in a Day: https://equalitypays.mvsite.app/products/courses/view/1170224 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: Beyond The Pay Gap Figure Podcast from Equality Pays…

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17. What's The Menopause Got To Do With The Gender Pay Gap? 33:42

il y a 25 weeks33:42

33:42

Welcome to the Beyond the Pay Gap Figure Podcast. In this episode, our guest is Susan Grayson, an expert in creating inclusive workplaces, especially for women experiencing menopause. Susan discusses the challenges women face in the workplace due to menopause and shares insights into how organisations can become more inclusive. Susan discusses how menopause is often overlooked as a factor affecting women’s career progression. Women experiencing severe symptoms may struggle with attendance, performance, and confidence, leading to potential career setbacks. Addressing these issues through supportive policies is crucial for retaining talented women. By addressing issues related to menopause, companies can retain experienced professionals and reduce turnover, especially in male-dominated sectors. Tune in next week to hear your host Michelle Gyimah discuss common misconceptions about pay gaps and the metrics organisations often chase without achieving real impact. Quote Highlight: "Employers need to understand that creating an inclusive environment goes beyond policy – it’s about understanding and support." For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co Michelle’s training: Solve Your Biggest Pay Gap Issue in a Day: https://equalitypays.mvsite.app/products/courses/view/1170224 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: Beyond The Pay Gap Figure Podcast from Equality Pays…

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16. Walking the talk: How to get equal pay certified 31:41

il y a 33 weeks31:41

31:41

Introduction: Welcome to the Beyond the Pay Gap Podcast. In this episode, we are pleased to have Aurélien Joly, the Communication Manager for the Equal Salary Foundation. Aurélien discusses the foundation’s work in certifying companies for equal pay and opportunities, and shares insights into the certification process and its benefits. The certification involves a detailed salary analysis, considering factors such as education, age, gender, and job functions, to ensure fair pay practices. Companies undergo a rigorous audit process and must meet specific criteria to achieve certification. Certified companies often see increased employee satisfaction, more promotions for women, and improved employer branding. Certification also helps in risk mitigation and legal compliance. The foundation continues to support certified companies through regular audits. Aurélien emphasizes the strategic importance of equal pay certification for organisational resilience, talent retention, and legal preparedness, particularly in light of evolving European regulations. Aurélien advises the certification can help align with global standards and attract diverse talent. For more information about the Equal Salary Foundation and its services, visit [equalsalary.org](https://equalsalary.org). The website includes a list of certified companies and contact details for further inquiries. Quote Highlight: "It’s about being proactive so that you're not caught on the backfoot and caught out because you haven't been doing this work in advance." Thank you, Aurélien, for sharing valuable insights into the Equal Salary Foundation and the importance of equal pay certification. For our listeners, please check the show notes for more information and contact details. Join us in our next episode for more discussions on bridging the pay gap. You can connect with them at the following places https://www.equalsalary.org/ https://www.linkedin.com/in/aur%C3%A9lien-joly-68b427134/ For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: https://docs.google.com/forms/d/e/1FAIpQLSd4vSwbdLk5xiQ29SIkQJvAWTQbhVOANqnSwW9QVdkAQNUvkg/viewform…

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15. Inclusion over exclusion: How Cadent Gas is addressing their pay gap challenge 37:25

il y a 34 weeks37:25

37:25

Introduction: In this episode of "Beyond The Pay Gap Figure," we welcome Sharna Matson Knight from Cadent Gas Limited. Sharna shares her experiences and insights as the Equity, Diversity, and Inclusion (EDI) Manager, discussing Cadent's gender pay gap, the initiatives they have implemented, and the journey towards creating an inclusive workplace. Explaining how Cadent's gender pay gap has fluctuated due to organizational changes and stresses the importance of transparency and providing a narrative to drive change. Employee communities and networks play a significant role in driving change and offering feedback. Sharna highlights the challenges of addressing the gender pay gap and the importance of understanding its underlying factors. She emphasizes the need for transparency and informed strategic decisions. Cadent voluntarily reports its ethnicity pay gap, which has positively impacted transparency and inclusion. Creating a safe culture for data disclosure remains a focus. Sharna outlines goals like attracting more women to operational roles and enhancing workforce flexibility. Learning from other organizations and utilizing AI and external expertise are key strategies. She emphasizes authenticity and honesty in communicating progress and challenges. Quote Highlight: "Addressing pay gaps proactively not only prevents legal and financial repercussions but also enhances your brand's reputation and aligns with global standards of fairness." Thank you, Sharna, for sharing your insights and experiences. Join us next time on "Beyond The Pay Gap Figure" for more discussions on addressing pay disparities. Don't forget to subscribe to catch every episode! This episode provides valuable insights into Cadent Gas Limited's journey towards gender equity and the proactive measures they have taken to address pay gaps. Sharna's emphasis on transparency, understanding the context, and the importance of inclusive initiatives offers a roadmap for other organizations aiming to tackle similar challenges. Join me next time where we will Understand Equal Pay Certification with special guest, Orly Anjali. For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: https://docs.google.com/forms/d/e/1FAIpQLSd4vSwbdLk5xiQ29SIkQJvAWTQbhVOANqnSwW9QVdkAQNUvkg/viewform…

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14. Exploring Gender Equity in the Energy Sector 40:42

il y a 35 weeks40:42

40:42

Exploring Gender Equity in the Energy Sector Introduction: Welcome to another episode of the Beyond the Pay Gap Figure Podcast. Today, host Michelle Gyimah interviews Sarah Clark, the Decarbonisation Delivery Manager for Europe, Middle East & Africa and co-chair of the AXIS Network, a gender equity group supporting the energy transition in the UK. Throughout her career, Sarah has held a variety of process engineering and project management positions in the UK and Poland, which includes design, offshore and site-based roles, as well as corporate consulting positions within O&G and military sectors. Sarah is passionate about the promotion of women in business and women in engineering and volunteers her time leading Wood's gender equality group and co-leads AXIS Network promoting gender parity. Sarah completed her Executive MBA in April 2022 and following an 18-month role working directly for the CEO and the executive team of a FTSE 250, Sarah recently joined the Decarbonisation team as the Decarbonisation Delivery Manager for Europe, Middle East and Africa. Sarah lives outside of London with her husband and their two cats. Key Discussion Points: Sarah discusses the origins and evolution of the AXIS Network, highlighting its efforts to create inclusive networking spaces for women and foster gender equity within the energy sector. Established in 2013, the network offers thought leadership events, mentoring programs, and the AXIS Pledge, which encourages companies to drive systemic change based on their data. The pledge, launched in 2019, faced challenges during the pandemic but has seen renewed efforts to maintain momentum. The conversation touches on the slow progress in gender pay equity, with recent analyses showing modest gains by operators and service companies. Sarah emphasizes the importance of senior leadership commitment to achieve impactful change, rather than viewing diversity and inclusion as solely an HR responsibility. Michelle and Sarah explore the challenges in attracting young talent to the energy sector, noting the sector's reputation and competition from other industries. They discuss the potential impact of ethnicity pay gap reporting and the importance of creating an environment where people feel safe to disclose their data. The episode concludes with a discussion on the immediate challenges for organisations in addressing pay gaps and the need for systemic change. Sarah encourages listeners to join the AXIS Network and participate in its initiatives to drive gender equity in the energy sector. For more information and to sign up for the AXIS Network, visit their website (https://www.axisnetwork.co.uk/) or email info@axisnetwork.co.uk Quote Highlight: “ Emphasising the importance of senior leadership commitment to achieve impactful change, rather than viewing diversity and inclusion as solely an HR responsibility” For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co…

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13. Common Mistakes in Pay Gap Plans and How to Overcome Them 19:00

il y a 36 weeks19:00

19:00

Introduction: Welcome back to this episode of "Beyond The Pay Gap Figure." This week, we discuss the most common mistakes organisations make with their pay gap plans and why they think these plans are not working. I will guide you through these common pitfalls and present a framework that I use with my clients to overcome these challenges effectively. Key Discussion Points: Despite their efforts, many organisations find that their actions are not yielding the desired changes, especially when the focus is solely on reducing the pay gap figure. One major reason for this is that the pay gap figure is volatile, influenced by factors both within and beyond an organisation’s control, such as company culture, redundancies, mergers, and personal decisions of employees. This volatility means that focusing solely on the pay gap figure is unhelpful and can be detrimental. Moving away from strict targets allows for more meaningful work that impacts the organisation positively. The second common mistake is the lack of good insights. Organisations often focus on the wrong data. It's crucial to understand why the pay gap exists in the first place, requiring deeper, intersectional analysis of both quantitative and qualitative data. Listen to the episode to find out the other common mistakes. If you are tired of the hamster wheel of chasing a reducing pay gap figure and want a different approach, I invite you to book a call using the link below. We can discuss how we can support you in addressing your pay gaps in a way that genuinely benefits your organisation. If you found this episode useful, please share it with your colleagues and let me know your thoughts. Subscribe to ensure you don't miss future episodes. In the next episode, I will feature a special guest to share their pay gap journey, including challenges and obstacles faced and how they overcame them. If you're interested in insights that go beyond pay gap reports, tune in to next week's episode. Thank you for listening. Bye for now! Quote Highlight: “Ultimately, it's great for you to work on your pay gap plan internally, but you do have to be clear on the effort that is required. And the effort comes in the capacity, skills, and time.” For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: https://docs.google.com/forms/d/e/1FAIpQLSd4vSwbdLk5xiQ29SIkQJvAWTQbhVOANqnSwW9QVdkAQNUvkg/viewform…

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12. We want to close our pay gap ourselves. What do we need to know? 19:36

il y a 46 weeks19:36

19:36

In this episode of "Beyond the Pay Gap Figure," I explore the subject of addressing pay gaps internally i.e. without external consultancy or support. Contrary to expectations, I emphasise the viability and importance of organisations undertaking this task themselves. However, I do explain how to go about this important work competently. If you want to manage your pay gap plan internally, this episode will give you insights into some crucial considerations for your organisation. Here are just some of the points to consider: It’s important to have a good foundation and skill set already within your organisation if you want to take on the management of your pay gaps plan yourself. Individuals who are knowledgeable about legislation requirements, proficient in data collection, and adept at data analysis are indispensable. Mistakes can lead to unwanted outcomes and action plans that miss the mark. Having the right technical resources is also vital. Especially when you extend your pay gap reporting beyond gender and want to encompass ethnicity and disability. Organisations must ensure their systems are compatible, robust, and capable of handling diverse data requirements. Listen in to the episode to hear 5 more crucial insights into handling your pay gaps plan internally; as well as a client story highlighting the importance of consistent communication, internal alignment, and understanding the pay gap plan’s significance. Tune in next week as I discuss a framework for troubleshooting why your pay gap plan might not be achieving the desired results. If you're interested in optimising your pay gap initiatives, this episode is a must-listen. If you found this episode valuable, share it with your colleagues, and don't forget to subscribe for future insights. Join me next week for more actionable strategies to enhance your organisation's pay gap initiatives. Best podcast quote: “Ultimately, it's great for you to work on your pay gap plan internally, but you do have to be clear on the effort that is required. And the effort comes in the capacity, skills and time.” For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: https://docs.google.com/forms/d/e/1FAIpQLSd4vSwbdLk5xiQ29SIkQJvAWTQbhVOA…

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11. How to Improve Your Return on Investment on Your Pay Gap Plan 14:47

il y a 47 weeks14:47

14:47

In today’s episode we delve beyond the mere existence of a pay gap plan and explore how to maximise its effectiveness. There is a misconception that having a pay gaps plan is synonymous with progress, however, the real work lies in implementation and understanding what works and what doesn't. Or that running a training session for line managers or your HR department will be the silver bullet. But, training alone doesn’t guarantee engagement or enthusiasm for the plan either. Understanding that it’s going to require real change is where things can get tricky. So in this episode, I will go through how to get the most out of your pay gaps plan. How to ensure accountability, responsibility, and actual implementation of the plan. How to create success metrics and track data analysis to identify areas for improvement. How to effectively communicate your organisation’s pay gap goals, progress, and challenges. Listen to the episode to find out all of this and more. Stay tuned for the next episode where we discuss strategies for addressing your pay gap without external help. Best podcast quote: “you have to work the pay gap plan, there are going to be some areas that are easier than others for you. But all of these areas that I've mentioned, they all hold value, and all of them will impact the return on investment that you have put into your pay gap work.” For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: https://docs.google.com/forms/d/e/1FAIpQLSd4vSwbdLk5xiQ29SIkQJvAWTQbhVOA…

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10. Top 5 Questions to Ask a Pay Gaps Consultancy 23:09

il y a 50 weeks23:09

23:09

In today's episode, we're discussing the crucial questions you should ask when hiring a pay gaps consultancy. Many hesitate to seek expert help due to fear of the unknown and investment concerns. I wanted to help you tackle these issues and discuss them together here on the podcast. In this episode we’ll go through each of the 5 questions and how you can get the best answers from a consultancy, to ensure you have all the right tools to address your pay gap figure. Here are some of the questions we’ll be covering: Question 1: Experience and Track Record - It's essential to gauge a consultancy's experience in addressing pay gaps. Beware of mere online claims; seek tangible proof of competence. - Case studies and client examples provide valuable insights into a consultancy's capabilities. Understand their past successes to assess their fit for your needs. Question 2: Insurance and Compliance - Ensure the consultancy holds relevant insurance, vital for providing sound advice and protection for both parties. - Compliance with industry regulations and codes of practice is non-negotiable. Professional indemnity insurance is a must-have for peace of mind. Listen to the episode to find out the rest of the questions and how you can address them. Any consultancy with experience and a good track record should be able to answer your questions, provide examples, and demonstrate their expertise. These five questions I share with you today can then serve as a blueprint for you when you are assessing potential pay gaps consultancies for your organisation. It’s important to seek this reassurance, transparency, and alignment with your company goals. Stay tuned for next week's discussion on optimising your pay gap strategy. Best podcast quote: “Essentially you're doing this because you need reassurance that they know exactly what they're doing. Looking at someone's website and looking at social media on its own is not going to be enough because it is so easy today to put something on the internet and to claim that you are an expert, or really knowledgeable in a particular space.” Get in touch: For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: https://docs.google.com/forms/d/e/1FAIpQLSd4vSwbdLk5xiQ29SIkQJvAWTQbhVOANqnSwW9QVdkAQNUvkg/viewform…

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9. The Top 3 Stumbling Blocks to Hiring a Pay Gaps Consultancy 25:00

il y a 51 weeks25:00

25:00

In this episode, I delve into the top three stumbling blocks HR directors face when considering hiring a pay gaps consultancy. Episode highlights: Here is a sneak peak of each one of the obstacles: Obstacle number 1: apprehension about disruption and potential chaos during integration of pay gap initiatives, as well as reluctance to sharing data and stories with an external consultant. Obstacle number 2: organisations are often resistant to change, fearing employee pushback and scepticism. Obstacle number 3: there may be worries about the financial implications leading to reluctance to hiring external support. And more! Plus, find out how your organisation can address these stumbling blocks in order to effectively tackle pay gaps. Best podcast quote: “There's never any one way to address closing pay gaps. It's going to be different for everybody. What we decide to do together depends on our working relationship, your business model, your sector, and ultimately discovering what's going to work for you as an organisation.” Sign up to our webinar coming up on 21st March: “Own Your Own Pay Gap Narrative”: https://equalitypays.vipmembervault.com/products/courses/view/1165273 Get in touch: For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: https://docs.google.com/forms/d/e/1FAIpQLSd4vSwbdLk5xiQ29SIkQJvAWTQbhVOANqnSwW9QVdkAQNUvkg/viewform…

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8. Should you get your pay gap data Verified? 20:01

il y a 52 weeks20:01

20:01

This week we're asking should you get your pay gap data verified? This episode covers: (03:34 - 05:12) Minimising Errors With Pay Gap Software (07:33 - 09:17) Benefits of Pay Gap Software Providers (14:10 - 14:53) Bonus tips for using pay gap software Episode Highlights: - Discover how verified data can minimise errors and adapt to organisational changes - Learn time-saving strategies that reinforce your commitment to fair compensation - Get an insider's guide on selecting the right pay gap consultants. ‘Own your pay gap narrative’ webinar Sign up to join us on 12th March here: Equality Pays (vipmembervault.com) Best podcast quote "Using software is going to minimise the likelihood of mistakes... It's all about having that autonomy in terms of the skill set, but also autonomy over your own data, and that helps to increase your confidence in understanding your data." Other Episodes with Michelle Gyimah You’ll Enjoy: Will your gender pay gap get you cancelled?- Episode #1 Beyond the pay gap figure with Michelle Gyimah (pod.link) Addressing the gender pay gap, what can leaders do today? - Still Loading podcast, episode 21 How employers can proactively address the gender pay gap - The Employment law and HR podcast, episode 219 Question What are your thoughts about using pay gap software? Is it something you’d consider? Get in touch: For support in addressing your pay gap issues book a free call here: Book a cal Website: www.equalitypays.co Michelle’s training: Solve Your Biggest Pay Gap Issue in a Day: https://equalitypays.mvsite.app/products/courses/view/1170224 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: https://forms.gle/sRfwsxfr3C6QFaFn6…

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7. From Bland to Bold: Transforming Pay Gap Reports by Addressing Common Pitfalls 19:58

il y a 1 year19:58

19:58

This week we're talking about the top 3 mistakes I see organisations making in their gender pay gap reports. This episode covers: (00:01) Issues in Gender Pay Gap Reporting (10:50) Improving Gender Pay Gap Reporting (12.21) Why your reports matter to women in and outside your organisation (15:36) Gender Pay Gap Insights Episode Highlights: - The importance of narrative in pay gap reporting. - Transforming pay gap data into brand enhancement opportunities. - Tips on improving workplace culture through transparent strategies. ‘Own your pay gap narrative’ webinar Sign up to join us on 12th March here: Equality Pays (vipmembervault.com) Best podcast quote "Ten minutes ago I read their gender pay gap report and I was underwhelmed. And now I've read this EDI policy and I'm chomping at the bit to work for them. It just didn't make sense. And then I realised that what had happened and I see this happen quite often is that people feel very, very restricted around what they can talk about in the pay gap reports and how they can communicate, and it's almost like they feel like they've been put in a box" Question Do you feel restricted around what you can and can’t say in your gender pay gap reports? Why/why not? Other Episodes with Michelle Gyimah You’ll Enjoy: Will your gender pay gap get you cancelled?- Episode #1 Beyond the Pay Gap figure with Michelle Gyimah (pod.link) Rethinking what pay gap success looks like - Episode 4 - Handling the gap bot that holds companies accountable for the gender pay gap - Episode 6 Get in touch: For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co Michelle’s training: Solve Your Biggest Pay Gap Issue in a Day: https://equalitypays.mvsite.app/products/courses/view/1170224 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: https://forms.gle/sRfwsxfr3C6QFaFn6…

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6. Handling The Bot That Holds Companies Accountable for the Gender Pay Gap 27:27

il y a 1 year27:27