Reward and remuneration

BAME and LBT+ women feel excluded from company decision-making

Despite increased efforts to champion D&I, research finds that many minority groups still feel underrepresented in decision-making processes at work

HRD's pocket guide to... product management

The HRD’s pocket guide series offers an explanation of areas outside day-to-day HR that business-savvy HRDs need to have a handle on

One common goal: HR at Everton Football Club

Everton is known for being a family club so HR was redesigned to help better reflect this stance among employees

CIPD annual conference round-up: Day two

What the HR magazine team learned on day two of the CIPD Annual Conference and Exhibition

Progress on gender pay gaps too slow

Recent ONS figures, this year's looming Equal Pay Day and high-profile equal pay disputes all highlight the urgent need to tackle ongoing gender pay and bonus gaps and unequal pay

The Companies (Miscellaneous Reporting) Regulations 2018

?These came into force in January 2019, with most reporting generally beginning in 2020 (apart from CEO pay ratios)

Webinar: Should recognition be a strategic activity?

Our latest webinar explored employee recognition and how to implement an effective strategy

Back to basics... Awarding bonuses

Our back to basics series brings you top tips from industry experts on the bread and butter areas of HR

Corporate governance and exec remuneration at Thomas Cook

Questions need to be asked about whether board members had the best interests of the company at heart

Employee recognition strategies falling short

Speakers at an HR magazine and Achievers webinar discussed how sophisticated recognition strategies are today and how organisations can get this area right

Executive pay: Is RemCo discretion the answer?

Demonstrating that RemCos understand the wider workforce’s pay packages, powers to exercise discretion, and a willingness to act may go a long way towards addressing high pay issues

Executive pay: Pensions aren't the point

Focusing on aligning executives' pension contribution levels with the wider workforce will not solve ongoing issues with executive pay

Reward and remuneration