I recently attended an excellent webinar hosted by The Global Institute for Women’s Leadership on how to push for progress on the UK’s gender pay gap. It covered research about the current state of the gender pay gap and steps businesses should take to address
Pay inequality in the workplace remains in the spotlight for UK employers, even though the Equal Pay Act established a legal framework for this over 50 years ago. While there has been some progress over recent years, including the introduction of compulsory Gender Pay Gap
One of the most crucial considerations for any employer is how to pay their employees fairly and equitably. Get your remuneration strategy right, and you will be able to attract and retain the top talent for your business. The path of progression will be consistent
The fast-paced world, coupled with the pandemic, has changed the way we function in relation to our work. Many of us have adopted an entirely remote setup, while others have returned to the office or embraced a hybrid approach. With any workforce, and regardless of
Workplace productivity brings a variety of benefits, such as profitability, employee morale and overall job satisfaction. Productivity is key and if your workforce is productive and dedicated to their work, the quality and quantity of their work will also improve. However, having a productive workforce
The Role Of HR In the Gender Pay Gap The gender pay gap and the differences between how men and women are treated in the workplace is an important issue in any HR role. It raises a plethora of questions concerning equality, diversity and workplace
Gone are the days where gyms, free breakfasts, and ping pong tables are listed on the company benefits section of job descriptions. This then begs the question, what will these company benefits be replaced with for home workers to keep them motivated and well incentivised
