Pay and Reward
If you are serious about change, you as Service Chiefs and senior leaders need to take the lead on women’s progression, moving this from a diversity initiative to an operational effectiveness priority.Demonstrate visible leadership in tackling bullying, harassment and sexual harassment. Send a clear message to all employees that poor behaviour should be called out and turn ‘zero tolerance’ policy into a reality.Create a truly agile organisation, with women and men able to work in a way that makes them productive and engaged. Look at job design, technology and agile teams, and defeat the flexible working stigma that holds women – and men – back.Recognise that working in a male dominated culture places specific and additional demands upon female personnel. This requires you to consult with women in your organisation to develop your understanding of what it is like to be a woman in a man's world. These women have expressed genuine concerns that you need to address.
Making Diversity Work for You and Your People. Many organisations are taking steps to ensure employees are placed to give their best performance, to recruit from a widening talent pool and to empower their managers with inclusive leadership qualities. The trends analysis from the Opportunity Now and Race for Opportunity benchmaring survey represents findings from 76 UK employers, representing a combined workforce of 1.3 million.
Why is childcare of importance to employers. Find out in this toolkit that also gives guidance and a checklist for action
Opportunity Now the gender campaign from Business in the Community
Equal Pay means ensuring that gender has no impact, even unintentional impact, on what employees are paid. This toolkit offers guidance and offers a checklist of action.
Learn more about how to measure and report your gender pay gap