YESTERDAY MARKED EQUAL PAY DAY – WHERE WOMEN EFFECTIVELY WORK FOR FREE FOR THE REST OF THE YEAR.
This year’s Equal Pay Day is just two days later in the calendar that it was in 2021 – a worrying sign considering women have been disproportionately affected by the economic crisis. Women are more likely to be in low paid jobs and have been hit the hardest by the sharp rise in inflation.
The gender pay gap is the difference between the average pay of men and women within a particular group or population. Fawcett uses the mean, full-time, hourly gender pay gap for the UK to calculate the gender pay gap for Equal Pay Day which this year is 11.3%, a tiny decrease from 11.9% last year.
We hear from Agata Nowakowska, Area Vice President EMEA at Skillsoft. Agata looks at why days like Equal Pay Day are important and what more companies can do to close the gender pay gap.
In her role, Agata leads the field operations, to include enterprise and small & mid-market, as well as channel sales/strategic alliances across Europe, Middle East and Africa.
WHY IS IT IMPORTANT TO MARK DAYS SUCH AS EQUAL PAY DAY?
It’s no revelation that the gender pay gap is closing too slowly; however, Equal Pay Day puts this disparity into stark focus. The economic crisis has weighed heavily on working women, with research showing the disproportionate impact of job losses and financial strain. It’s disappointing to see this reflected in this year’s gender pay gap figures – decreasing a minimal 0.6% from 2021.
As the UK moves into recession, now is the time for action. However, talks of the government’s move to “cut the red tape”, scrapping gender pay gap reporting for businesses with under 500 employees, risks further turning back the clock for women at work. In addition, there’s been a significant fall in employers providing gender pay data in the last few years. Across the board, DEI initiatives seem to have taken a back seat, jeopardising the employment gains of the previous decades. Events like Equal Pay Day help to draw attention to the gender inequalities that exist, encouraging much-needed action.
WHAT CAN WOMEN DO TO MARK THE DAY?
Finding out more about Equal Pay Day and the work the Fawcett Society is doing to close the gender pay gap is a good start. Women should find out what’s happening at their organisation to help drive gender equality. Asking, ‘Is there an active women’s or DEI committee that I could get involved with, or if not, start?’ These committees are essential in ensuring companies are informed and accountable for driving progress, initiating conversations around policies such as flexible working and parental leave, as well as specific learning and development and mentorship initiatives.
Women can also help bridge the gender pay gap by looking for courses or certifications to help them gain confidence and expand their roles. Skillsoft’s 2021 Women in Tech report found that of female tech workers in the UK who have managed to earn certifications in subjects such as cyber security, analytics, artificial intelligence (AI) and machine learning, half said having these qualifications had helped them to gain more responsibility at work, 36% said it helped them to earn a higher salary, and 34% said it helped them get a promotion. Women could use Equal Pay Day to take responsibility for their learning and development journey, given that upskilling has proven to be an important factor in bridging the gender pay gap.
WHAT MORE CAN BE DONE TO PUSH PAY EQUALITY?
Now more than ever, organisations need to ensure equal pay initiatives are firmly on the boardroom agenda, giving female employees opportunities to advance to higher-paying positions. To help close the gender pay gap within their organisation, employers should address and review flexible work policies, evaluate unconscious bias, and facilitate professional development. Considering what women want and need from the workplace is also key to retention. Above all, eliminating inequality in the workplace hinges on accountability and concerted effort – now is not the time to sit idle on equality goals.
SHOULD COMPANIES BE CREATING A CULTURE OF PAY TRANSPARENCY?
Issues such as pay transparency can be addressed by placing fairness at the heart of the workplace. By creating a culture of pay transparency, business leaders can actively recognise and work towards improving the gender pay gap, acting as a benchmark for the entire organisation. Change comes from the top. Visibly demonstrating their commitment to treating all employees equally will help companies show their workers they are supported and that the organisation remains conscious of their role in working towards equality.
DO YOU HAVE ANY TIPS OR ADVICE FOR ASKING FOR A PAY RISE?
Women are often tougher on themselves and don’t give themselves the recognition they deserve. Take looking for a new role as an example. Women will often apply for a new position only if they feel they meet 95% of the job description, whereas men may apply even if that percentage is much lower. My advice to women is simple: feel confident to apply for a new role, ask for a promotion, and seek a pay rise. The female mindset often leads us to believe we need to be perfect in all areas of life, whether being a super leader at work and a super wife or super mum at home. Ladies, give yourself a break and don’t overthink. If you want something, trust yourself and go for it!
