Today we’re celebrating the two-year anniversary of the right to request flexible working!
It was in June 2014 that it became a statutory right of all employees to request flexible working hours after 26 weeks of employment. To mark this occasion, and the celebrate the benefits for both employees and employers, we’ve attached a flexible working myth buster sheet with infographics for use on social media.
Please feel free to share this with your stakeholders
AAT – Investigated the experiences of employees in the
Finance sector.
The AAT highlighted the Association of Accounting
Technicians white paper ‘Making the Finance Sector add up for
Women’ which was published in April. Its aim is to provide
clear information about what’s holding back change in an otherwise fast-evolving
sector. This investigation of the experiences of 2,000 finance employees
suggests men and women experience the working world in finance very differently,
especially in terms of pay and progression.
The key findings
included:
• Men are twice as bullish as women about salary
expectations and are more likely to push for – and get – pay
rises
• Two thirds of men think men and women are treated
equally in terms of pay and progression, compared to just four in 10
women
• Young women working in the sector are twice as
likely as young men to say they aren’t given the same progression opportunities
as their male peers
• Over a quarter of mothers (26%) say they have become
stuck in a role they had outgrown because of family commitments in comparison to
less than a fifth of fathers (18%)
• The top three reasons people thought men were being
offered better progression opportunities were: the persistent ‘old boys club’
mentality (cited by 42%), male-domination of the sector at senior levels (35%),
and childcare responsibilities falling mostly to women (28%)
Valuing your Feedback Are you Ready for Mandatory Reporting
Lastly, to gain a better understanding of where you are
currently with getting ready for the mandatory reporting in April 2017, it would
be great if you could take the time to answer the three questions
below:
Q1 Thinking: have you, or are you planning to
calculate any of the following internally by/before April 2017? Please indicate
all that apply:
• Your organisation’s overall Gender Pay Gap
(mean and median)
To note: the gender pay gap shows the difference between the
average (mean or median) earnings of men and women expressed as a percentage of
men’s earnings. This is not the same as equal pay which is a direct comparison
of whether or not men and women are being paid equally for equal or equivalent
work.
• Your organisation’s overall gender bonus gap
(mean and median)
• The proportion of men and women who receive
bonuses
• The percentage of men and women working at
different pay quartiles
• Other gender based metrics (please specify)
To note, this means dividing your workforce into four equal
parts based on hourly pay rate taking the median 50th percentile first before
determining the 25th and 75th percentile.
Q2. Acting: is your organisation already taking action
to improve gender equality in the workplace? Please indicate all that
apply:
• Developing a planned approach to promoting and
improving gender equality
• Evaluating the impact of our action/programmes
on gender equality
• Changing our policy(ies) please
specify
• Other - please specify
Q3. Reporting: does your organisation already publish
any information relating to gender equality in your workplace?
• Yes, publish information
internally
• Yes, publish information externally (e.g. on
your organisation’s website)
• No, don't publish any information internally or
externally
• Publishing our gender pay gap and or other
gender metrics ahead of April 2017
Here are the top myths on flexible working Please share
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