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12 February 2016 -
Employers performing poorly on gender parity will be highlighted in sector-based league tables under new reforms announced today by the government minister for women and equalities, Nicky Morgan.
The announcement builds on plans first revealed by the Prime Minister last year to force companies with over 250 employees to publish their gender pay gap and bonus pay gap details. The new reforms will also require companies to publish how many women and men are in each pay range.
To highlight where the gap needs tackling, the government plans to publish league tables of companies by sector, which will allow women to see where the gap is being addressed and where more action must be taken.
Announcing the reforms, Morgan said: “In recent years we’ve seen the best employers make ground breaking strides in tackling gender inequality. But the job won’t be complete until we see the talents of women and men recognised equally and fairly in every workplace.
“That’s why I am announcing a raft of measures to support women in their careers from the classroom to the boardroom, leaving nowhere for gender inequality to hide.
“At the same time I’m calling on women across Britain to use their position as employees and consumers to demand more from businesses, ensuring their talents are given the recognition and reward they deserve.”
Sharing a platform with Morgan earlier this week, CMI chief executive Ann Francke spoke at an invite-only launch event of the Government Equalities Office report into the gender pay gap that lead into today’s reforms.
“The transparency of reporting on gender pay and the gender pipeline will be a watershed in accelerating change,” she said. “Simply put, what gets measured gets managed – and what gets published gets managed even more.
“Shining a light on what men are paid versus women at every level, as well as monitoring the percentage of women at every level, is proven to speed up progress.”
Francke said the need for such reforms was clear, with organisations up and down the country still suffering from gender discrimination.
“Unconscious or unintentional gender bias is still alive and well,” she told delegates. “Just the other day a senior woman at a big bank told me that senior women are leaving despite the big HR-led diversity programme because the C-suite culture was still too macho.
“The CEO of a technology company said he realised that the road-warrior mentality of the all-male sales team was alienating the women and that this culture had caused a spate of female resignations. These are telling examples because diversity programmes must be championed and led by the CEO to be effective and considered a mainstream and normal part of everyday management culture.”
And Francke had one last message for those listening to her call for change: “Let’s do this one thing together. Let’s embrace this change and celebrate Trailblazing Transparency. Thank you.”
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For more information or to request interviews, contact CMI's Press Team on 020 7421 2705 or email press.office@managers.org.uk
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