At the current rate of progress with inclusion, it won't be our daughters who stand the same chance as our sons of being the next CEOs. It won't even be our granddaughters. It will be our...
?The latest research by a team of researchers from the University of Greenwich and the University of Surrey offers practical recommendations to fight gender inequalities in the workplace.
A group of MPs have called for mandatory gender pay gap reporting to be widened to include businesses with 100 employees or more.
More research into the coronavirus pandemic’s long-term impact on employees' health and career development is needed, according to The Employment Lawyers Association (ELA).
?Less than a quarter (23%) of UK employers go beyond basic legislative requirements on diversity when it comes to recruitment and selection of senior level roles.
Anne-Sophie Chaxel, associate professor of marketing at HEC Paris, explains how the influence of a limited time perspective on hiring and promotion decision-makers can have a very detrimental effect...
Employers are taking action to reduce their gender pay gap due to concerns of the ‘naming and shaming effect’ poor pay equity can have on their ability to attract the best talent.
If improving workplace diversity and inclusion isn’t on your agenda, then you need to take a different view. Many businesses are now taking a positive step in the right direction, incorporating new...
The last week has been a formative time for equality legislation in the UK, with high profile decisions not receiving as much coverage due to the ongoing coronavirus pandemic announcements.
In 2019, the gender pay gap in the UK was 17.3%. Put simply, this means women earned on average 83p for every £1 men were paid for the same job.
There are still too few women in senior leadership positions to drive long-term change, despite voluntary targets having boosted gender diversity on UK boards.
?The coronavirus pandemic has had a major impact on the professional lives of women in the UK, according to new data from LinkedIn.
