How to Navigate Pay Equity and Maintain a Business Legacy to be Proud of
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Lack of pay transparency and pay equity causes organisations problems relating to talent management, loss of knowledge retention rates and the ability to attract the best talent. As a result we are seeing governments, states and political organisations find unique ways to encourage organisations to address the root causes. In 2022 California and New York enacted pay transparency legislation and there are likely more states that will do the same in the near future. So, what can the US learn from the UK in particular on what works and what doesn't when it comes to addressing pay gaps? In this session we will cover: The size of problem of pay gaps and pay inequity. The failed strategies that have not worked. Why these strategies haven't worked and their impact. Three alternative strategies that will make all the difference.
Learning Objectives:
- Clarity on the purpose of gender pay gap reporting.
- Understanding of the wide-reaching financial impact that unaddressed pay gaps have within an organization.
- Why taking the 'generational work' approach has a better return on investment than a 'one and done' approach.
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All virtual sessions inherently run the risk of audio or visual issues due to factors out of our control. If any technical difficulties arise, we appreciate your patience and understanding as we work diligently to resolve it. All virtual sessions, unless marked as "LIVE ONLY" or "VIRTUAL LIVE ONLY", are recorded and will be available to view on demand until December 1, 2023.
Michelle Gyimah
Michelle spent 10 years at the Equality and Human Rights Commission, supporting employers to close their pay gaps through writing guidance reports and running workshops. This was until 2014, when Michelle took voluntary redundancy whilst on maternity leave and Equality Pays was born.
Michelle set up Equality Pays to provide the business coaching, strategy, support, and confidence that organisations want and need.
Michelle is on a mission to educate and share what organisations should be focusing on when it comes to addressing the root causes of their pay gaps in order to create more inclusive, equitable workplaces.
Michelle's role is to support organisations in identifying what changes need to be made to close both gender and ethnicity pay gaps so that people choose to work for those organisations and go on to build their careers with them. No matter their gender, ethnicity, or workplace needs.