Beyond the pay gap figure with Michelle Gyimah – Détails, épisodes et analyse

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 

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/

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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

Listen in as Michelle talks about the Gender Pay Gap Bot, how it works, and how to use it to showcase the important work you are doing in your organisation to close your pay gaps.

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When the Gender Pay Gap Bot first appeared on X (then known as Twitter) back in 2021, many organisations didn’t know how to handle being put on the spot. They found their data being tweeted out and many companies felt like it was a personal attack, or a judgement.

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However, this information isn’t a secret. It’s there to be found online.

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Tune in to discover how the bot works, why it’s important, and how you can feel confident continuing to release comms on X, knowing that you’re doing the real work on your pay gaps.

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In this episode, Michelle shares her 3 top tips to not fall foul of the Gender Pay Gap Bot and instead, how to use your knowledge of how the bot works, along with your company pay gap data, to ensure you have a response that’s clear, well-prepared, and showcases your company at its best.

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Best podcast quote: "This isn't about being slick and saying the right things. But it's about being competent, in how you're going to respond to criticism. Because there's nothing wrong with somebody critiquing you over your pay gap, it's a piece of information that somebody has an opinion on, and then it's up to you to respond to that."

Behind the Twitter Bot Posting the Gender Pay Gap of Brands Celebrating IWD (vice.com)

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For support in addressing your pay gap issues book a free call here: Book a call

Connect with Michelle -

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: 

You may be doing all the right things in your organisation when it comes to your pay gaps, but what do you do when it stagnates? Or even worse, widens?

Listen in as Michelle gives you her 3 top tips if your pay gap is stagnating or getting worse.

It’s easy to think that because you are reporting on your pay gap every year, and because you are taking action, that you will see your pay gap falling every year. The fact is this is usually not the case. You could be doing some really great work behind the scenes and not seeing that translated into results when it comes to your pay gap figure. None of that is a reflection on you as an organisation.

With insights from our work at Equality Pays, we shed light on the things you can concentrate on when you find yourself in this position.

In this engaging conversation, Michelle shares real-world examples from past and current clients including communications agencies, real estate companies and more, illustrating how you can turn things around – with lasting results – by following her expert guidance.

Tune in to discover Michelle’s top 3 tips for organisations when their pay gap is stagnating or getting worse, even when they seem to be doing everything to make sure this doesn’t happen.

Best podcast quote: "What are the kinds of finer details that we need to tweak and change? To do differently? What are the behaviours that need to change? What are the policies and practices that need tweaking, improving? What are the things we need to do more of or less of, in order for us to start to change that balance and to see that difference?."

For support in addressing your pay gap issues book a free call here: Book a call

Connect with Michelle -

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

Listen in as Michelle unpacks the different ways of measuring success in the workplace, particularly when it comes to gender pay gaps. Moving beyond the often-singular focus on the gender pay gap, she explores a variety of indicators that signal progress within organisations, but often gets ignored by organisations.

So much focus on addressing the gender pay gap focuses on just closing the pay gap figure, when in reality there are other measurements that are just as important (if not more important). Some of these 'alternative' success measures are often what organisations need to do more of, rather than obsessing over percentage point reductions.

With insights from our work at Equality Pays, we shed light on the importance of recognising and celebrating every step forward, understanding that success is not only reflected in the pay gap figures, but also in the underlying shifts in workplace culture and opportunities.

In this engaging conversation, Michelle shares real-world examples from past and current clients including communications agencies, real estate companies and more, illustrating how different tailored approaches to gender pay gap issues can lead to significant achievements. All of which have positive long lasting sustainable outcomes. 

Tune in to discover how you can identify and pursue unique success measures that resonate with your organisation's specific  pay gap goals and  inclusion values.

Best podcast quote: "I'm not saying that your pay gap figure dropping is not important, it is. But what I'm saying is that it's important for you to not give it so much weight that you forget everything else in the process, because at the end of the day, the pay gap figure is simply an average of the earnings that women earn compared to men. But when you drill down into how that's come about, what you will find is that there's lots of opportunities for you to be doing lots of work behind the scenes. That's going to make your workplace more inclusive, and the side effect of that might be that your pay gap figure reduces, and that would be great if it doesn't, but then also it might not, but you're still making progress. You're still having success. You are still addressing the root causes of your pay gap in the first place."

For support in addressing your pay gap issues book a free call here: Book a call

Connect with Michelle -

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://forms.gle/KaeY9g454fLBESGp7

Listen in as Michelle tackles the complex issue of the gender pay gap and the seductive lure of quick fixes. HR directors and others often find themselves under pressure to demonstrate progress, often with little or no support. This in turn often leads them to try and find speedy solutions that are not necessarily the best solutions.

Temporary solutions like outsourcing low-paid roles or to promote women without adequate support – strategies that might offer a fleeting sense of achievement but can damage organisational culture and brand reputation in the long run. This conversation reveals the pitfalls of such shortcuts and underscores the importance of thoughtful, long-term approaches to genuinely bridge the wage divide.

Best podcast quote: 

“It's no good just parachuting women into a role where they're totally unprepared for it and you haven't put anything in place to support them, to ensure that they're going to thrive in that.. This is an example of another unethical move, and it's actually a move that gets everybody's back up, because it's damaging for everybody that's evolved, it's damaging for the person that's been parachuted in and it's also damaging for everyone else around them..”

In this episode, we cover: 

(01:44 - 02:47) Quick wins and downsides in organisations

(07:37 - 08:53) The implications of quick wins

(12:30 - 13:45) The cost of chasing quick wins

For support in addressing your pay gap issues book a free call here: Book a call

Connect with Michelle -

Website: www.equalitypays.co

Join newsletter: Equality Pays (vipmembervault.com)

LinkedIn: Michelle Gyimah | LinkedIn

Other Episodes with Michelle Gyimah You’ll Enjoy:

• Stop focusing on closing your gender pay gap - Episode #2 

• How employers can proactively address the gender pay gap - The Employment law and HR podcast, episode 219

• Addressing the gender pay gap, what can leaders do today? - Still Loading podcast, episode 21

Resources For HR and senior leadership

• The difference between gender pay gap and equal pay - EHRC guidance

Work With Me:

Email mgyimah@equalitypays.co for brand partnerships and business inquiries.

Click here to fill in your details so you are the first to hear when the next episode drops. And as a thank you for signing up, you’ll get a free gift in your first email from us!

Join us on this episode where we tackle the complex challenge of closing pay gaps. Listen in as Michelle, presents a fresh perspective, urging organisations to look beyond just the numbers. We share insights into the pitfalls of a singular focus on pay gap statistics, from creating false impressions of progress to inadvertently cultivating 'pay gap fatigue.'

We'll discuss how external perceptions can sometimes outweigh real internal change and the dangers of treating pay gap figures as the sole measure of success.

In this conversation, we also explore actionable strategies for addressing the gender pay gap within unique company cultures. Discover the importance of understanding your pay gap data and implementing tailored actions that resonate with company values, such as equalising parental leave and equitable career progression.

We'll guide you through owning your pay gap narrative, preparing you to communicate your efforts effectively, and manage any potential criticism. So tune in for a nuanced take on creating meaningful change in pay gaps, and learn why the numbers are just the beginning of the story.

In this episode, we cover: 

(00:07 - 00:49) Addressing the Pay Gap Focus 

(02:04 - 05:12) Pay Gap Reporting and Judgement 

(09:07 - 11:29) Context's Importance in Closing Pay Gap 

(17:53 - 19:25) Actions Behind Closing the Pay Gap 

For support in addressing your pay gap issues book a free call here: Book a call

Connect with Michelle

Website: www.equalitypays.co

Join newsletter: Equality Pays (vipmembervault.com)

LinkedIn: Michelle Gyimah | LinkedIn

Listen to these episodes next:

• Will your gender pay gap get you cancelled? - Episode #1

• How employers can proactively address the gender pay gap - The Employment law and HR podcast, episode 219
•  How to Become a Competent DEI Practitioner: Michelle Gyimah - Confessions of a DEO pro - episode 92

Resources For HR and senior leadership

• ‘Own your pay gap narrative’ webinar

• Sign up to join us on 31st January here: Equality Pays (vipmembervault.com)

• The difference between gender pay gap and equal pay - EHRC guidance

Work With Me:

Email mgyimah@equalitypays.co for brand partnerships and business inquiries.

Click here to fill in your details so you are the first to hear when the next episode drops. And as a thank you for signing up, you’ll get a free gift in your first email from us!

This week we're talking about being ‘cancelled’ due to your pay gap figure and how you can avoid this, even when your pay gap figures don’t look great'.

This episode covers:

• (01:25 - 02:16) Understanding the media's portrayal of boycotts

• (04:57 - 05:27) Boycotting companies for misaligned values

• (09:03 - 10:28) Proving commitment to closing gender pay gap

• (12:10 - 14:13) Managing gender pay gap concerns

• Sign up to join us on 31st January here: Equality Pays (vipmembervault.com)

• “55% of respondents would also still apply to a workplace with a poor gender pay gap if they could prove a commitment to closing that gender pay gap, and I think that's you know it's an important thing to remember. So if you're in a position where your pay gap data doesn't look great, all is not lost, but you have to be in a position where you can prove what your commitment looks like to actually closing it. “

• “You can't stop being cancelled. What you can do is prepare your internal and external comms to handle any criticism that may come your way due to your figures. But you can only do that if you prepare.”
  

• 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
•  How to Become a Competent DEI Practitioner: Michelle Gyimah - Confessions of a DEO pro - episode 92

What are your thoughts on the gender pay gap and cancel culture? Is this something that concerns your organisation?

Click here to fill in your details so you are the first to hear when the next episode drops. And as a thank you for signing up, you’ll get a free gift in your first email from us!

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

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:

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