After the release of UK gender-based pay-difference data, large corporations are becoming more transparent in their workplace to combat gender inequality strategies.
In the UK, there is no secret that women still clutter against women when it comes to equality of opportunity in the workplace. Only 22% of senior leadership roles are held by the woman. The 2017 arrangement, which requires the companies with more than 250 employees to submit gender-based pay gap data , reveals even greater disparity. Almost 80% of companies pay more for men than women, and the differences between average national wages are currently 17.4%.
Many of these factors contributed to these figures, from gender biases to non-flexic work, and since the publication of all gender-specific wage gap data in April 2018, numerous companies have become more transparent in terms of wages, opportunities, and steps taken to close the gap.
Taking into account the gender difference in wages, wage structures, career development, leadership, birth and child care policy, these are the most comprehensive companies with the UK presence for women to work right now.
In their statements, Sky states that they will now create an equal weighted list for the leadership position. Sky is advancing confidently in the publishing industry, and it doesn’t just focus on gender equality. In addition, LGBT employees are making improvements among employees with ethnic and cultural differences.
Consumer goods company Unilever UK is one of the companies with the least gender inequality in 2017. The average difference was 1.9%.
Through shared parenting and maternity leave policies, women offer better opportunities to advance. Other supports also include childcare services for maternity procedures, where parents do not have regular support.
Sebastian Munden, the Managing Director of Unilever UK and Ireland, said the results of the company’s gender diversity are proud, but there are more things to do.
Vodafone, one of the world’s largest network companies, announced a wage difference of 16.9% in 2017, but Group HR Manager Ronald Schellekens said the company aims to be the best employer in the world for women until 2025.
So how are they going to do that?
Mothers who give birth to new births, 16 weeks of maternity leave (90% of the wages above the legal six weeks) is offered full pay. On their return, they will only have to work 30 hours a week to receive full payment.
The Company also aims to increase the number of women in management to 30% by 2020. To prevent these inequalities, managers are trained to eliminate unconscious prejudices. A number of supportive networks are available to assist women working in different areas such as commercial, entrepreneurship and technology.
The technology company Accenture announced a gender gap of 16.7%, but announced that it would work towards female executive directors in 2020. Women’s global labor force ratio is around 41%. Each manager is encouraged to participate in training on inclusive and non-inclusive leadership. The CEO of North America, Julie Sweet, points to the improvement and general increase in the value of a company’s female employees: research shows that we are growing and we all rise in the workplace that helps women progress.
A nine-month full salary maternity payment program and a variety of flexible work options such as flexibility, part-time work and work sharing, as well as other developments that Accenture specifically produces for working mothers.
Marks & Spencer
Retail giant Marks and Spencer draws a similar figure to Sky with an average wage difference of 12.3% and an average bonus difference of 53.4%, revealing the current gender imbalance in leadership roles. As part of Plan 2025, the company supports the mentoring system to provide better opportunities to advance to high-level roles, and one-to-one coaching for mid-senior women.
This article was written by Bianca Barratt, Forbes.