This page is dedicated to CMI’s work on gender equality and workplace inclusion. You will also find information on gender pay gap reporting and its importance in the work environment today as well as access to sources and reports to support gender equality at work.
Women in the pandemic: Small gains but big gaps remain
IWD 2022 Discussion Paper
For International Women’s Day 2022, we’re taking stock of progress to identify the actions that employers need to take to deliver genuinely diverse and inclusive workplaces that are fit for the future. But with only a third of managers reporting mentoring and sponsorship programmes to champion the progression of women and only 1 in 5 managers proactively advocating for women in key projects and promotions our research shows we are falling behind.
As we mark International Women’s Day this year these findings make for uncomfortable reading. We hear a lot from employers about the important, valuable role of women in the workplace. And though there is a lot of great work and progress, overall the figures don’t support the rhetoric.
Ann Francke, Chief Executive, CMIGender Pay Gap Reporting
An organisation’s gender pay gap is the difference between the average earnings of men and women across it’s workforce. Since 2017, it has been compulsory for firms in the UK with over 250 employees to report their pay gaps.
In recent years, the pay gap between men and women has begun to narrow albeit slowly. Before Covid-19, data showed UK women earned on average nearly 20% less than men. This was down 0.5% points on the previous year. For full time employees, the number stood at 8.9% in 2019, only 0.6% points down from 2012.
Pay gap analysis and reporting is crucial because it identifies pay disparities and encourages managers and leaders to take action to address these gaps.
Flexible working and the Gender Pay Gap
CMI worked with the Government Equalities Office (GEO) to highlight how flexible working can support closing your gender pay gap.
Gender Pay gap reporting requirements
This briefing note explores the effect of the pandemic on gender pay gap report, and the cost of the requirements to organisations.
Closing your Gender Pay Gap: A toolkit for business
Practical resources from EHRC & CMI
CMI joined forces with the Equality and Human Rights Commission (EHRC) to create a practical toolkit to support organisations drive action in tackling their gender pay gap. This resource contains case studies, recommended actions and tried and tested ‘how to’ guides from the Behavioral Insights team, all to deliver change which can make your organisation more competitive and your employees more engaged.
CMI's Gender Equality Research and Reports
Resources for Gender Equality
Blueprint for Balance covers six key themes: Balanced Recruitment, Flexible Working, Pay and Rewards, Mentoring & Sponsorship, Skills & Career Development and Promoting Leadership Equality. These key themes are mirrored through the below resources.
Blueprint for Balance is a collaborative tool, developed by members of the CMI Community, and is free to access for all. Take a look around, upload your own resources and join the conversation to support diversity in the wider Management and Leadership community.
CMI Community Resources:
Take a look at some of our key Community resources:
Not yet part of the CMI Community?
Find out more about the different ways you can get involved with CMI.