Gender

You’ve calculated your gender pay gap and identified the biggest causes, now it’s time to publish. How will you communicate this internally and externally, to everyone from your employees to the media? The third toolkit in the gender pay gap reporting series offers guidance on how to communicate your pay gap internally and externally, where to publish it and crucially, how to write your accompanying narrative.
You’ve calculated your gender pay gap and identified the biggest causes, now it’s time to publish. How will you communicate this internally and externally, to everyone from your employees to the media? The third toolkit in the gender pay gap reporting series offers guidance on how to communicate your pay gap internally and externally, where to publish it and crucially, how to write your accompanying narrative.
Supported by Capgemini, at this dinner Business in the Community's Gender Equality Director, Chloe Chambraud will present the latest trends on sexual harassment, explain why it matters and what employers can do to tackle it and create an inclusive culture. 
This toolkit provides guidance, advice and best practice on how to equalise the earnings and positions of women and men in your organisation and close your gender pay gap.
You’ve calculated your gender pay gap, now you can explore the data in more detail. Why, in 2019, do women earn on average less than men and what’s driving your gender pay gap?
LGBT+ people make up between 2-5% of the population of the UK but are still experiencing high levels of discrimination in the workplace and significant inequalities, especially around mental health and wellbeing.
Working with Pride combines insights from two of BITC’s flagship studies (Mental Health at Work and Equal Lives) produced in partnership with Mercer Marsh and Santander, to shine a light on the issues facing LGBT+ people in the workplace. The report finds that:
Nearly three-quarters of LGBT+ people said that they had experienced mental health problems relating to work (74%)
Experience of mental health issues was a third higher among LGBT+ employees
Younger LGBT+ employees were found to be particularly vulnerable
Gay & bi+ employees are not accessing carers’ support as much as their colleagues
Based on the findings in this report we have made three core recommendations for businesses to act upon: Recognise, Respond and Role Model.