Beyond the pay gap figure with Michelle Gyimah: Recent Episodes
Michelle Gyimah
In this podcast, Michelle Gyimah, an expert in Pay Gaps and Equality, gives Directors, HR Professionals and Business Owners a guide on how to challenge, report and implement strategies to make workplaces fairer and more equitable.
Episode Summary In this insightful episode, Michelle Gyimah sits down with Sarah Stanton, Chief People Officer at National Gas, to explore their journey in addressing gender and ethnicity pay gaps. Sarah shares practical strategies, challenges, and successes in fostering diversity, equity, and inclusion (DEI) within a traditionally male-dominated industry. From recruitment tactics to retention programs, this conversation uncovers the realities of driving systemic change in the workplace.
What we discussed: * How National Gas tackled its gender pay gap by overhauling their recruitment strategy to reflect the modern workforce market through focusing on transferable skills rather than perfection. * How they used a combination of "stay interviews," mentorship programs, and a Women’s Development Program to address career progression barriers and boost confidence with surprising results. * Why they have prioritised broader inclusivity—redesigning PPE for women, launching male allyship initiatives, and publishing early ethnicity pay gap reports (achieving 20% ethnic minority representation). * Future forecasting -find out why National Gas is expanding disability inclusion efforts and youth talent pipelines to provide systemic change.
Notable Quotes * On Recruitment: "Women tend to think, ‘If I don’t meet 90% of the criteria, I shouldn’t apply.’ We honed in on 3–4 key skills to widen the talent pool." * On Retention: "Sponsorship is about advocacy—bringing women into the room and creating opportunities." * On Inclusion: "Simple fixes, like redesigning PPE for women, can remove daily barriers. Men often don’t realise these challenges exist."
Connect & Learn More * Follow Sarah Stanton on LinkedIn. * Explore National Gas’s DEI initiatives: Diversity, Equity and Inclusion | National Gas * Book a call with Michelle Gyimah to discuss your pay gap challenges
Introduction: In this case study episode, Michelle shares how one organisation successfully reduced its pay gap by nearly 15% over three years.
The organisation implemented a sponsorship program where senior leaders actively sponsored high-potential women, providing them with visibility, mentorship, and opportunities for advancement.
The company revised its parental leave policies to offer equal opportunities to both parents, which resulted in a more balanced division of responsibilities and reduced biases against women in career advancement.
By maintaining transparency in their efforts and setting clear, measurable goals, the organization built trust and showed commitment to reducing the gender pay gap, which led to significant progress over three years.
Quote Highlight: "Real change happens when policies align with the company’s values, and actions back them up."
For support in addressing your pay gap issues book a free call here: _Book a cal
Website: _www.equalitypays.col
Michelle’s training: Solve Your Biggest Pay Gap Issue in a Day: Solve Your Biggest Pay Gap Issue in a Day
LinkedIn: _https://www.linkedin.com/in/michellegyimah/
Get notified first when new episodes drop: Beyond The Pay Gap Figure Podcast from Equality Pays
Introduction: This week our host Michelle Gyimah explores what true success looks like when it comes to closing the pay gap.
Success is not just about meeting legal requirements for reporting pay gaps. It's about creating a culture where equality is ingrained in every organisational process, from recruitment to promotion.
Success in pay gap reduction should be measured by long-term impacts such as employee retention, satisfaction, and the growth of diverse talent in leadership roles.
Organisations need to focus on more than just reducing the numbers; they should aim for comprehensive measures that include policy changes, fostering an inclusive culture, and continuous monitoring and improvement.
Quote Highlight: "Success in pay gap reduction isn’t just about the numbers; it's about the retention and satisfaction of diverse talent."
Tune in next week for a special case study episode where our host Michelle Gyimah shares how one organisation successfully reduced its pay gap by nearly 15% over three years.
For support in addressing your pay gap issues book a free call here:Book a call
Website:www.equalitypays.co
Michelle’s training: Solve Your Biggest Pay Gap Issue in a Day: https://equalitypays.mvsite.app/products/courses/view/1170224
LinkedIn:https://www.linkedin.com/in/michellegyimah/
Get notified first when new episodes drop:
Beyond The Pay Gap Figure Podcast from Equality Pays
Introduction: In this episode, host Michelle Gyimah discusses common misconceptions about pay gaps and the metrics that organisations often chase without achieving real impact.
Many organisations focus on metrics like the average pay gap without digging deeper into the underlying causes. Michelle emphasises that understanding the root causes—such as gender bias in promotions or unequal access to high-paying roles—is key to making real progress.
Organisations should prioritise actionable steps, such as conducting regular salary audits, providing bias training for leadership, and setting measurable diversity and inclusion goals.
Michelle stresses that leadership buy-in is essential for closing the pay gap. Training leaders to understand and act on pay gap issues is more effective than relying on surface-level metrics.
Quote Highlight: "Chasing the wrong metrics will keep you in a loop; instead, focus on measurable actions that bring real change."
Tune in next week to hear your host Michelle Gyimah reveal what true pay gap success looks like.
For support in addressing your pay gap issues book a free call here:Book a call
Website:www.equalitypays.co
Michelle’s training: Solve Your Biggest Pay Gap Issue in a Day: https://equalitypays.mvsite.app/products/courses/view/1170224
LinkedIn:https://www.linkedin.com/in/michellegyimah/
Get notified first when new episodes drop:
Beyond The Pay Gap Figure Podcast from Equality Pays
Welcome to the Beyond the Pay Gap Figure Podcast. In this episode, our guest is Susan Grayson, an expert in creating inclusive workplaces, especially for women experiencing menopause. Susan discusses the challenges women face in the workplace due to menopause and shares insights into how organisations can become more inclusive.
Susan discusses how menopause is often overlooked as a factor affecting women’s career progression. Women experiencing severe symptoms may struggle with attendance, performance, and confidence, leading to potential career setbacks. Addressing these issues through supportive policies is crucial for retaining talented women.
By addressing issues related to menopause, companies can retain experienced professionals and reduce turnover, especially in male-dominated sectors.
Tune in next week to hear your host Michelle Gyimah discuss common misconceptions about pay gaps and the metrics organisations often chase without achieving real impact.
Quote Highlight: "Employers need to understand that creating an inclusive environment goes beyond policy – it’s about understanding and support."
For support in addressing your pay gap issues book a free call here:Book a call
Website:www.equalitypays.co
Michelle’s training: Solve Your Biggest Pay Gap Issue in a Day: https://equalitypays.mvsite.app/products/courses/view/1170224
LinkedIn:https://www.linkedin.com/in/michellegyimah/
Get notified first when new episodes drop:
Beyond The Pay Gap Figure Podcast from Equality Pays
Introduction:
Welcome to the Beyond the Pay Gap Podcast. In this episode, we are pleased to have Aurélien Joly, the Communication Manager for the Equal Salary Foundation. Aurélien discusses the foundation’s work in certifying companies for equal pay and opportunities, and shares insights into the certification process and its benefits.
The certification involves a detailed salary analysis, considering factors such as education, age, gender, and job functions, to ensure fair pay practices. Companies undergo a rigorous audit process and must meet specific criteria to achieve certification.
Certified companies often see increased employee satisfaction, more promotions for women, and improved employer branding. Certification also helps in risk mitigation and legal compliance.
The foundation continues to support certified companies through regular audits. Aurélien emphasizes the strategic importance of equal pay certification for organisational resilience, talent retention, and legal preparedness, particularly in light of evolving European regulations.
Aurélien advises the certification can help align with global standards and attract diverse talent.
For more information about the Equal Salary Foundation and its services, visit equalsalary.org. The website includes a list of certified companies and contact details for further inquiries.
Quote Highlight:
"It’s about being proactive so that you're not caught on the backfoot and caught out because you haven't been doing this work in advance."
Thank you, Aurélien, for sharing valuable insights into the Equal Salary Foundation and the importance of equal pay certification. For our listeners, please check the show notes for more information and contact details. Join us in our next episode for more discussions on bridging the pay gap.
For support in addressing your pay gap issues book a free call here: Book a call
Website: www.equalitypays.co
Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087
LinkedIn: https://www.linkedin.com/in/michellegyimah/
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Introduction:
In this episode of "Beyond The Pay Gap Figure," we welcome Sharna Matson Knight from Cadent Gas Limited. Sharna shares her experiences and insights as the Equity, Diversity, and Inclusion (EDI) Manager, discussing Cadent's gender pay gap, the initiatives they have implemented, and the journey towards creating an inclusive workplace.
Explaining how Cadent's gender pay gap has fluctuated due to organizational changes and stresses the importance of transparency and providing a narrative to drive change. Employee communities and networks play a significant role in driving change and offering feedback.
Sharna highlights the challenges of addressing the gender pay gap and the importance of understanding its underlying factors. She emphasizes the need for transparency and informed strategic decisions.
Cadent voluntarily reports its ethnicity pay gap, which has positively impacted transparency and inclusion. Creating a safe culture for data disclosure remains a focus.
Sharna outlines goals like attracting more women to operational roles and enhancing workforce flexibility. Learning from other organizations and utilizing AI and external expertise are key strategies. She emphasizes authenticity and honesty in communicating progress and challenges.
Quote Highlight:
"Addressing pay gaps proactively not only prevents legal and financial repercussions but also enhances your brand's reputation and aligns with global standards of fairness."
Thank you, Sharna, for sharing your insights and experiences. Join us next time on "Beyond The Pay Gap Figure" for more discussions on addressing pay disparities. Don't forget to subscribe to catch every episode!
This episode provides valuable insights into Cadent Gas Limited's journey towards gender equity and the proactive measures they have taken to address pay gaps. Sharna's emphasis on transparency, understanding the context, and the importance of inclusive initiatives offers a roadmap for other organizations aiming to tackle similar challenges.
Join me next time where we will Understand Equal Pay Certification with special guest, Orly Anjali. For support in addressing your pay gap issues book a free call here:
Book a call Website: www.equalitypays.co
Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087
LinkedIn: https://www.linkedin.com/in/michellegyimah/
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Introduction: Welcome to another episode of the Beyond the Pay Gap Figure Podcast. Today, host Michelle Gyimah interviews Sarah Clark, the Decarbonisation Delivery Manager for Europe, Middle East & Africa and co-chair of the Access Network, a gender equity group supporting the energy transition in the UK.
Key Discussion Points: Sarah discusses the origins and evolution of the Access Network, highlighting its efforts to create inclusive networking spaces for women and foster gender equity within the energy sector. Established in 2013, the network offers thought leadership events, mentoring programs, and the Access Pledge, which encourages companies to drive systemic change based on their data. The pledge, launched in 2019, faced challenges during the pandemic but has seen renewed efforts to maintain momentum.
The conversation touches on the slow progress in gender pay equity, with recent analyses showing modest gains by operators and service companies. Sarah emphasizes the importance of senior leadership commitment to achieve impactful change, rather than viewing diversity and inclusion as solely an HR responsibility.
Michelle and Sarah explore the challenges in attracting young talent to the energy sector, noting the sector's reputation and competition from other industries. They discuss the potential impact of ethnicity pay gap reporting and the importance of creating an environment where people feel safe to disclose their data.
The episode concludes with a discussion on the immediate challenges for organizations in addressing pay gaps and the need for systemic change. Sarah encourages listeners to join the Access Network and participate in its initiatives to drive gender equity in the energy sector.
For more information and to sign up for the Access Network, visit their website or email _info@accessnetwork.co.uk_.
Quote Highlight: “Emphasising the importance of senior leadership commitment to achieve impactful change, rather than viewing diversity and inclusion as solely an HR responsibility”
For support in addressing your pay gap issues book a free call here: Book a call
Website: www.equalitypays.co
Sign up to access lots of pay gaps resources:
Pay gaps resources LinkedIn: https://www.linkedin.com/in/michellegyimah/
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Beyond The Pay Gap Figure Podcast from Equality Pays
Introduction:
Welcome back to this episode of "Beyond The Pay Gap Figure." This week, we discuss the most common mistakes organisations make with their pay gap plans and why they think these plans are not working. I will guide you through these common pitfalls and present a framework that I use with my clients to overcome these challenges effectively.
Key Discussion Points:
Despite their efforts, many organisations find that their actions are not yielding the desired changes, especially when the focus is solely on reducing the pay gap figure. One major reason for this is that the pay gap figure is volatile, influenced by factors both within and beyond an organisation’s control, such as company culture, redundancies, mergers, and personal decisions of employees. This volatility means that focusing solely on the pay gap figure is unhelpful and can be detrimental.
Moving away from strict targets allows for more meaningful work that impacts the organisation positively.
The second common mistake is the lack of good insights. Organisations often focus on the wrong data. It's crucial to understand why the pay gap exists in the first place, requiring deeper, intersectional analysis of both quantitative and qualitative data.
Listen to the episode to find out the other common mistakes.
If you are tired of the hamster wheel of chasing a reducing pay gap figure and want a different approach, I invite you to book a call using the link below.
We can discuss how we can support you in addressing your pay gaps in a way that genuinely benefits your organisation. If you found this episode useful,
please share it with your colleagues and let me know your thoughts. Subscribe to ensure you don't miss future episodes.
In the next episode, I will feature a special guest to share their pay gap journey, including challenges and obstacles faced and how they overcame them. If you're interested in insights that go beyond pay gap reports, tune in to next week's episode.
Thank you for listening. Bye for now!
Quote Highlight: “Ultimately, it's great for you to work on your pay gap plan internally, but you do have to be clear on the effort that is required. And the effort comes in the capacity, skills, and time.”
For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co
Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087
LinkedIn: https://www.linkedin.com/in/michellegyimah/
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In this episode of "Beyond the Pay Gap Figure," I explore the subject of addressing pay gaps internally i.e. without external consultancy or support. Contrary to expectations, I emphasise the viability and importance of organisations undertaking this task themselves. However, I do explain how to go about this important work competently. If you want to manage your pay gap plan internally, this episode will give you insights into some crucial considerations for your organisation.
Here are just some of the points to consider:
- It’s important to have a good foundation and skill set already within your organisation if you want to take on the management of your pay gaps plan yourself. Individuals who are knowledgeable about legislation requirements, proficient in data collection, and adept at data analysis are indispensable. Mistakes can lead to unwanted outcomes and action plans that miss the mark.
- Having the right technical resources is also vital. Especially when you extend your pay gap reporting beyond gender and want to encompass ethnicity and disability. Organisations must ensure their systems are compatible, robust, and capable of handling diverse data requirements.
Listen in to the episode to hear 5 more crucial insights into handling your pay gaps plan internally; as well as a client story highlighting the importance of consistent communication, internal alignment, and understanding the pay gap plan’s significance.
Tune in next week as I discuss a framework for troubleshooting why your pay gap plan might not be achieving the desired results. If you're interested in optimising your pay gap initiatives, this episode is a must-listen.
If you found this episode valuable, share it with your colleagues, and don't forget to subscribe for future insights. Join me next week for more actionable strategies to enhance your organisation's pay gap initiatives.
Best podcast quote: “Ultimately, it's great for you to work on your pay gap plan internally, but you do have to be clear on the effort that is required. And the effort comes in the capacity, skills and time.”
For support in addressing your pay gap issues book a free call here: Book a call
Website: www.equalitypays.co
Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087
LinkedIn: https://www.linkedin.com/in/michellegyimah/
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In today’s episode we delve beyond the mere existence of a pay gap plan and explore how to maximise its effectiveness. There is a misconception that having a pay gaps plan is synonymous with progress, however, the real work lies in implementation and understanding what works and what doesn't. Or that running a training session for line managers or your HR department will be the silver bullet. But, training alone doesn’t guarantee engagement or enthusiasm for the plan either. Understanding that it’s going to require real change is where things can get tricky.
So in this episode, I will go through how to get the most out of your pay gaps plan.
- How to ensure accountability, responsibility, and actual implementation of the plan.
- How to create success metrics and track data analysis to identify areas for improvement.
- How to effectively communicate your organisation’s pay gap goals, progress, and challenges.
Listen to the episode to find out all of this and more.
Stay tuned for the next episode where we discuss strategies for addressing your pay gap without external help.
Best podcast quote: “you have to work the pay gap plan, there are going to be some areas that are easier than others for you. But all of these areas that I've mentioned, they all hold value, and all of them will impact the return on investment that you have put into your pay gap work.”
For support in addressing your pay gap issues book a free call here: Book a call
Website: www.equalitypays.co
Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087
LinkedIn: https://www.linkedin.com/in/michellegyimah/
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In today's episode, we're discussing the crucial questions you should ask when hiring a pay gaps consultancy.
Many hesitate to seek expert help due to fear of the unknown and investment concerns. I wanted to help you tackle these issues and discuss them together here on the podcast.
In this episode we’ll go through each of the 5 questions and how you can get the best answers from a consultancy, to ensure you have all the right tools to address your pay gap figure.
Here are some of the questions we’ll be covering:
Question 1: Experience and Track Record
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It's essential to gauge a consultancy's experience in addressing pay gaps. Beware of mere online claims; seek tangible proof of competence.
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Case studies and client examples provide valuable insights into a consultancy's capabilities. Understand their past successes to assess their fit for your needs.
Question 2: Insurance and Compliance
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Ensure the consultancy holds relevant insurance, vital for providing sound advice and protection for both parties.
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Compliance with industry regulations and codes of practice is non-negotiable. Professional indemnity insurance is a must-have for peace of mind.
Listen to the episode to find out the rest of the questions and how you can address them. Any consultancy with experience and a good track record should be able to answer your questions, provide examples, and demonstrate their expertise.
These five questions I share with you today can then serve as a blueprint for you when you are assessing potential pay gaps consultancies for your organisation.
It’s important to seek this reassurance, transparency, and alignment with your company goals.
Stay tuned for next week's discussion on optimising your pay gap strategy.
Best podcast quote: “Essentially you're doing this because you need reassurance that they know exactly what they're doing. Looking at someone's website and looking at social media on its own is not going to be enough because it is so easy today to put something on the internet and to claim that you are an expert, or really knowledgeable in a particular space.”
Get in touch:
For support in addressing your pay gap issues book a free call here: Book a call
Website: www.equalitypays.co
Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087
LinkedIn: https://www.linkedin.com/in/michellegyimah/
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In this episode, I delve into the top three stumbling blocks HR directors face when considering hiring a pay gaps consultancy.
Episode highlights:
Here is a sneak peak of each one of the obstacles:
Obstacle number 1: apprehension about disruption and potential chaos during integration of pay gap initiatives, as well as reluctance to sharing data and stories with an external consultant.
Obstacle number 2: organisations are often resistant to change, fearing employee pushback and scepticism.
Obstacle number 3: there may be worries about the financial implications leading to reluctance to hiring external support.
And more!
Plus, find out how your organisation can address these stumbling blocks in order to effectively tackle pay gaps.
Best podcast quote: “There's never any one way to address closing pay gaps. It's going to be different for everybody. What we decide to do together depends on our working relationship, your business model, your sector, and ultimately discovering what's going to work for you as an organisation.”
Sign up to our webinar coming up on 21st March: “Own Your Own Pay Gap Narrative”: https://equalitypays.vipmembervault.com/products/courses/view/1165273
Get in touch:
For support in addressing your pay gap issues book a free call here: Book a call
Website: www.equalitypays.co
Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087
LinkedIn: https://www.linkedin.com/in/michellegyimah/
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This week we're asking should you get your pay gap data verified?
This episode covers:
- (03:34 - 05:12) Minimising Errors With Pay Gap Software
- (07:33 - 09:17) Benefits of Pay Gap Software Providers
- (14:10 - 14:53) Bonus tips for using pay gap software
Episode Highlights:
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Discover how verified data can minimise errors and adapt to organisational changes
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Learn time-saving strategies that reinforce your commitment to fair compensation
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Get an insider's guide on selecting the right pay gap consultants.
‘Own your pay gap narrative’ webinar * Sign up to join us on 12th March here: Equality Pays (vipmembervault.com)
Best podcast quote * "Using software is going to minimise the likelihood of mistakes... It's all about having that autonomy in terms of the skill set, but also autonomy over your own data, and that helps to increase your confidence in understanding your data."
Other Episodes with Michelle Gyimah You’ll Enjoy: * Will your gender pay gap get you cancelled?- Episode #1 Beyond the pay gap figure with Michelle Gyimah (pod.link)
- Addressing the gender pay gap, what can leaders do today? - Still Loading podcast, episode 21
- How employers can proactively address the gender pay gap - The Employment law and HR podcast, episode 219
Question What are your thoughts about using pay gap software? Is it something you’d consider?
Get in touch:
For support in addressing your pay gap issues book a free call here: Book a cal
Website: www.equalitypays.co
Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087
LinkedIn: https://www.linkedin.com/in/michellegyimah/
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This week we're talking about the top 3 mistakes I see organisations making in their gender pay gap reports.
This episode covers:
- (00:01) Issues in Gender Pay Gap Reporting
- (10:50) Improving Gender Pay Gap Reporting
- (12.21) Why your reports matter to women in and outside your organisation
- (15:36) Gender Pay Gap Insights
Episode Highlights:
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The importance of narrative in pay gap reporting.
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Transforming pay gap data into brand enhancement opportunities.
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Tips on improving workplace culture through transparent strategies.
‘Own your pay gap narrative’ webinar * Sign up to join us on 12th March here: Equality Pays (vipmembervault.com)
Best podcast quote * "Ten minutes ago I read their gender pay gap report and I was underwhelmed. And now I've read this EDI policy and I'm chomping at the bit to work for them. It just didn't make sense. And then I realised that what had happened and I see this happen quite often is that people feel very, very restricted around what they can talk about in the pay gap reports and how they can communicate, and it's almost like they feel like they've been put in a box"
Question Do you feel restricted around what you can and can’t say in your gender pay gap reports? Why/why not?
Other Episodes with Michelle Gyimah You’ll Enjoy: * Will your gender pay gap get you cancelled?- Episode #1 Beyond the Pay Gap figure with Michelle Gyimah (pod.link)
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Rethinking what pay gap success looks like - Episode 4 -
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Handling the gap bot that holds companies accountable for the gender pay gap - Episode 6
Get in touch:
For support in addressing your pay gap issues book a free call here: Book a call
Website: www.equalitypays.co
Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087
LinkedIn: https://www.linkedin.com/in/michellegyimah/
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Listen in as Michelle talks about the Gender Pay Gap Bot, how it works, and how to use it to showcase the important work you are doing in your organisation to close your pay gaps.
When the Gender Pay Gap Bot first appeared on X (then known as Twitter) back in 2021, many organisations didn’t know how to handle being put on the spot. They found their data being tweeted out and many companies felt like it was a personal attack, or a judgement.
However, this information isn’t a secret. It’s there to be found online.
Tune in to discover how the bot works, why it’s important, and how you can feel confident continuing to release comms on X, knowing that you’re doing the real work on your pay gaps.
In this episode, Michelle shares her 3 top tips to not fall foul of the Gender Pay Gap Bot and instead, how to use your knowledge of how the bot works, along with your company pay gap data, to ensure you have a response that’s clear, well-prepared, and showcases your company at its best.
Best podcast quote: "This isn't about being slick and saying the right things. But it's about being competent, in how you're going to respond to criticism. Because there's nothing wrong with somebody critiquing you over your pay gap, it's a piece of information that somebody has an opinion on, and then it's up to you to respond to that."
Behind the Twitter Bot Posting the Gender Pay Gap of Brands Celebrating IWD (vice.com)
For support in addressing your pay gap issues book a free call here: Book a call
Connect with Michelle -
Website: www.equalitypays.co
Sign up to access lots of pay gaps resources:
Pay gaps resources LinkedIn: https://www.linkedin.com/in/michellegyimah/
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Beyond The Pay Gap Figure Podcast from Equality Pays
You may be doing all the right things in your organisation when it comes to your pay gaps, but what do you do when it stagnates? Or even worse, widens?
Listen in as Michelle gives you her 3 top tips if your pay gap is stagnating or getting worse.
It’s easy to think that because you are reporting on your pay gap every year, and because you are taking action, that you will see your pay gap falling every year. The fact is this is usually not the case. You could be doing some really great work behind the scenes and not seeing that translated into results when it comes to your pay gap figure. None of that is a reflection on you as an organisation.
With insights from our work at Equality Pays, we shed light on the things you can concentrate on when you find yourself in this position.
In this engaging conversation, Michelle shares real-world examples from past and current clients including communications agencies, real estate companies and more, illustrating how you can turn things around – with lasting results – by following her expert guidance.
Tune in to discover Michelle’s top 3 tips for organisations when their pay gap is stagnating or getting worse, even when they seem to be doing everything to make sure this doesn’t happen.
Best podcast quote: "What are the kinds of finer details that we need to tweak and change? To do differently? What are the behaviours that need to change? What are the policies and practices that need tweaking, improving? What are the things we need to do more of or less of, in order for us to start to change that balance and to see that difference?."
For support in addressing your pay gap issues book a free call here: Book a call
Connect with Michelle -
Website: www.equalitypays.co
Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087
LinkedIn: https://www.linkedin.com/in/michellegyimah/
Get notified first when new episodes drop: https://forms.gle/sRfwsxfr3C6QFaFn6
Listen in as Michelle unpacks the different ways of measuring success in the workplace, particularly when it comes to gender pay gaps. Moving beyond the often-singular focus on the gender pay gap, she explores a variety of indicators that signal progress within organisations, but often gets ignored by organisations.
So much focus on addressing the gender pay gap focuses on just closing the pay gap figure, when in reality there are other measurements that are just as important (if not more important). Some of these 'alternative' success measures are often what organisations need to do more of, rather than obsessing over percentage point reductions.
With insights from our work at Equality Pays, we shed light on the importance of recognising and celebrating every step forward, understanding that success is not only reflected in the pay gap figures, but also in the underlying shifts in workplace culture and opportunities.
In this engaging conversation, Michelle shares real-world examples from past and current clients including communications agencies, real estate companies and more, illustrating how different tailored approaches to gender pay gap issues can lead to significant achievements. All of which have positive long lasting sustainable outcomes.
Tune in to discover how you can identify and pursue unique success measures that resonate with your organisation's specific pay gap goals and inclusion values.
Best podcast quote: "I'm not saying that your pay gap figure dropping is not important, it is. But what I'm saying is that it's important for you to not give it so much weight that you forget everything else in the process, because at the end of the day, the pay gap figure is simply an average of the earnings that women earn compared to men. But when you drill down into how that's come about, what you will find is that there's lots of opportunities for you to be doing lots of work behind the scenes. That's going to make your workplace more inclusive, and the side effect of that might be that your pay gap figure reduces, and that would be great if it doesn't, but then also it might not, but you're still making progress. You're still having success. You are still addressing the root causes of your pay gap in the first place."
For support in addressing your pay gap issues book a free call here: Book a call
Connect with Michelle -
Website: www.equalitypays.co
Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087
LinkedIn: https://www.linkedin.com/in/michellegyimah/
Get notified first when new episodes drop: https://forms.gle/KaeY9g454fLBESGp7
Listen in as Michelle tackles the complex issue of the gender pay gap and the seductive lure of quick fixes. HR directors and others often find themselves under pressure to demonstrate progress, often with little or no support. This in turn often leads them to try and find speedy solutions that are not necessarily the best solutions.
Temporary solutions like outsourcing low-paid roles or to promote women without adequate support – strategies that might offer a fleeting sense of achievement but can damage organisational culture and brand reputation in the long run. This conversation reveals the pitfalls of such shortcuts and underscores the importance of thoughtful, long-term approaches to genuinely bridge the wage divide.
Best podcast quote:
“It's no good just parachuting women into a role where they're totally unprepared for it and you haven't put anything in place to support them, to ensure that they're going to thrive in that.. This is an example of another unethical move, and it's actually a move that gets everybody's back up, because it's damaging for everybody that's evolved, it's damaging for the person that's been parachuted in and it's also damaging for everyone else around them..”
In this episode, we cover:
(01:44 - 02:47) Quick wins and downsides in organisations
(07:37 - 08:53) The implications of quick wins
(12:30 - 13:45) The cost of chasing quick wins
For support in addressing your pay gap issues book a free call here: Book a call
Connect with Michelle -
Website: www.equalitypays.co
Join newsletter: Equality Pays (vipmembervault.com)
LinkedIn: Michelle Gyimah | LinkedIn
Other Episodes with Michelle Gyimah You’ll Enjoy:
- Stop focusing on closing your gender pay gap - Episode #2
- How employers can proactively address the gender pay gap - The Employment law and HR podcast, episode 219
- Addressing the gender pay gap, what can leaders do today? - Still Loading podcast, episode 21
Resources For HR and senior leadership
- The difference between gender pay gap and equal pay - EHRC guidance
Work With Me:
Email mgyimah@equalitypays.co for brand partnerships and business inquiries.
Click here to fill in your details so you are the first to hear when the next episode drops. And as a thank you for signing up, you’ll get a free gift in your first email from us!
Join us on this episode where we tackle the complex challenge of closing pay gaps. Listen in as Michelle, presents a fresh perspective, urging organisations to look beyond just the numbers. We share insights into the pitfalls of a singular focus on pay gap statistics, from creating false impressions of progress to inadvertently cultivating 'pay gap fatigue.'
We'll discuss how external perceptions can sometimes outweigh real internal change and the dangers of treating pay gap figures as the sole measure of success.
In this conversation, we also explore actionable strategies for addressing the gender pay gap within unique company cultures. Discover the importance of understanding your pay gap data and implementing tailored actions that resonate with company values, such as equalising parental leave and equitable career progression.
We'll guide you through owning your pay gap narrative, preparing you to communicate your efforts effectively, and manage any potential criticism. So tune in for a nuanced take on creating meaningful change in pay gaps, and learn why the numbers are just the beginning of the story.
In this episode, we cover:
(00:07 - 00:49) Addressing the Pay Gap Focus
(02:04 - 05:12) Pay Gap Reporting and Judgement
(09:07 - 11:29) Context's Importance in Closing Pay Gap
(17:53 - 19:25) Actions Behind Closing the Pay Gap
For support in addressing your pay gap issues book a free call here: Book a call
Connect with Michelle
Website: www.equalitypays.co
Join newsletter: Equality Pays (vipmembervault.com)
LinkedIn: Michelle Gyimah | LinkedIn
Listen to these episodes next:
- Will your gender pay gap get you cancelled? - Episode #1
- How employers can proactively address the gender pay gap - The Employment law and HR podcast, episode 219
- How to Become a Competent DEI Practitioner: Michelle Gyimah - Confessions of a DEO pro - episode 92
Resources For HR and senior leadership
- ‘Own your pay gap narrative’ webinar
-
Sign up to join us on 31st January here: Equality Pays (vipmembervault.com)
-
The difference between gender pay gap and equal pay - EHRC guidance
Work With Me:
Email mgyimah@equalitypays.co for brand partnerships and business inquiries.
Click here to fill in your details so you are the first to hear when the next episode drops. And as a thank you for signing up, you’ll get a free gift in your first email from us!
This week we're talking about being ‘cancelled’ due to your pay gap figure and how you can avoid this, even when your pay gap figures don’t look great'.
This episode covers:
- (01:25 - 02:16) Understanding the media's portrayal of boycotts
- (04:57 - 05:27) Boycotting companies for misaligned values
- (09:03 - 10:28) Proving commitment to closing gender pay gap
- (12:10 - 14:13) Managing gender pay gap concerns
‘Own your pay gap narrative’ webinar * Sign up to join us on 31st January here: Equality Pays (vipmembervault.com)
Best podcast quotes * “55% of respondents would also still apply to a workplace with a poor gender pay gap if they could prove a commitment to closing that gender pay gap, and I think that's you know it's an important thing to remember. So if you're in a position where your pay gap data doesn't look great, all is not lost, but you have to be in a position where you can prove what your commitment looks like to actually closing it. “ * “You can't stop being cancelled. What you can do is prepare your internal and external comms to handle any criticism that may come your way due to your figures. But you can only do that if you prepare.”
Other Episodes with Michelle Gyimah You’ll Enjoy: * Addressing the gender pay gap, what can leaders do today? - Still Loading podcast, episode 21 * How employers can proactively address the gender pay gap - The Employment law and HR podcast, episode 219 * How to Become a Competent DEI Practitioner: Michelle Gyimah - Confessions of a DEO pro - episode 92
Question What are your thoughts on the gender pay gap and cancel culture? Is this something that concerns your organisation?
Work with me: LinkedIn Email Click here to fill in your details so you are the first to hear when the next episode drops. And as a thank you for signing up, you’ll get a free gift in your first email from us!
“One person might be raised being told, you need to go after it. You need to ask for three times what you think they're going to give you so that you're starting high and then coming down low. You have other people who say, don't ask for anything. If you ask a single question, you're just stirring problems. They're not going to like you. They're going to see you as a problem maker. You have other people who say, go do some research. And whatever number Google says, that's the number you ask for. Right. So people just don't know. And I think what can happen there is not only is there a lack of understanding, there's a lack of empathy. So somebody asks you for three times what they actually want because that's what the internet told them to do. And then the manager gets upset. How dare you? This is ridiculous. Go work somewhere else. That's more than I make all these things. And so tying it into a personal example for me, I fall into the bucket of people who I just had no concept even of what reasonable pay was, much less that I should even ask for increases. - Melanie Naranjo
Melanie Naranjo is the VP of People at Ethena, a modern compliance training provider for today’s teams. She focuses on making training that work, from harassment prevention to hiring and recruitment.With 8 years of experience in the HR and People space, she’s been interviewed by HR Brew, FastCompany, TroopHR, and more for her unique insights. A resident of New Jersey, when she is not working with people, she is recharging by either baking something sweet or taking one of her dogs (or cats) for a walk.
We discussed the impact of being children of immigrants had on our feelings and actions around earning money at work as well and navigating workplace money conversations. This episode is a great eye opener for managers who make pay related decisions as it lifts the lid on the additional challenges that some people face when attempting to hold these conversations.
In this episode you will learn:
● How different life experiences, assumptions impacts the likelihood and success of promotion or pay conversations
● The unique challenges faced by those without an advocate to build up the courage to ask for a salary increase that line managers are often unaware of
● How employers can equip managers to effectively advocate for their employees so that they make equitable pay and promotion decisions
Resources:
Counteracting Negotiation Biases Like Race and Gender in the Workplace Negotiating as a woman of color
Other episodes you'll enjoy:
● Episode 7 - How women are penalised for negotiating
● Episode 15 - CASE STUDY: Pay progression for women of colour: Fact or fiction
● Episode 22 - When gender and race intersect in salary conversations
Connect with Melanie Naranjo www.linkedin.com/in/melanie-naranjo
Visit the Ethena website: Ethena | Compliance training for today’s teams (goethena.com)
Connect with me:
LinkedIn: Michelle Gyimah | LinkedIn
Send me a message here
Book a consultancy call here
Want to read the transcript? Head to Equality Pays website
Loved this episode? Leave us a review and rating
“Even the best negotiators today, if you were to ask them, did you negotiate in your first job? We are not given that information throughout our time in education and preparation for the workplace. I give all of us grace that we really don't have the knowledge, the wisdom passing down to us of what it means to negotiate…The first two salary drills I had, I didn't negotiate. Not realising that I probably was facing a pay gap or getting underpaid compared to other counterparts. My second time trying to negotiate, I did everything wrong. So focus on your own journey, take what serves you and really dare to ask for what you want.” - Nadia De Ala
Nadia De Ala is the founder of Real You Leadership, based in Ohlone Homeland, California. She provides group coaching programs for women and friends of colour in technology, as well as corporate training and workshops for BIPOC (Black and Indigenous People of Colour) women and fems as well as other historically marginalised groups. She works with corporate partners, and also teach majority power groups, (which tend to be predominantly white, male white women leaders), how to be more equitable and inclusive and human centred in their performance management.
We talked a lot about the unspoken rules of workplaces when it comes to negotiation and how your class, gender and social class can add additional barriers to negotiation conversations. In this episode you learn:
● The nuances of negotiating salaries as a historically marginalised person that impacts outcomes
● The impact of new US pay transparency laws for that employers are navigating
● The consequences for employers that ignore pay gap issues in the current climate of growing pay transparency
Resources:
US gender and ethnicity pay gap Other episodes you'll enjoy:
● Episode 4 - The importance of pay transparency
● Episode 5 - Money - The topic we love to hate
● Episode 17 - CASE STUDY: How pay transparency can be a positive challenge
Connect with Nadia De Ala https://www.linkedin.com/in/nadiadeala/
Real You website http://www.nadiadeala.com
Instagram: @nadiadeala
Connect with me: LinkedIn: Michelle Gyimah | LinkedIn
Send me a message here
Book a consultancy call here
Want to read the transcript? Head to Equality Pays website
Loved this episode? Leave us a review and rating
“Funny that I was the first in the history of my firm to fall pregnant during her traineeship. I was 28, but they called me ‘the teenage mum’. So I had that whole sort of motherhood bias right against me. It was all beautifully wrapped up into the whole thing. Obviously, that made me very apprehensive about negotiating anything other because I felt that enormous stigma that I had attached to me…” Weis Bratby
Wies Bratby is a lawyer-turned-HR-director-turned-coach consultant, keynote speaker, and workshop trainer. Wies shares her experience of discovering that her male peers negotiated higher salaries than her and how it motivated her to become a negotiator and HR director.
Wies explains how she wrote her own role and negotiated a 35% higher salary when she moved to Hong Kong and how she teaches her clients to approach negotiation with data-driven approaches and to be in charge of the process. She assures them that when they stay in charge, they will always find the perfect match.
In this episode we discuss the importance behind why women should negotiate more. But we don’t stop there. We also lift the lid on how and why recruiters and employers need to be ready for these transparent negotiation conversations from women that will be coming their way soon.
In this episode you will learn:
● How Weis supports women to negotiate salary increases of an average of 93% more
● The importance of combining research and personal experience so that you can to level up your negotiation skills
● Why you should take control and say no to unsuitable opportunities so that you find your perfect job match.
Resources:
Harvard Business Review - Women at Work podcast Other episodes you'll enjoy:
● Episode 5 - Money - The topic we love to hate
● Episode 7 - How women are penalised for negotiating
● Episode 8 - Three surprising ways to normalise workplace pay conversations
Connect with Wies Bratby Wies Bratby | LinkedIn
Listen to Wies’ podcast Podcast - Women In Negotiation
Connect with me: LinkedIn: Michelle Gyimah | LinkedIn
Send me a message here
Book a consultancy call here
Want to read the transcript? Head to Equality Pays website
Loved this episode? Leave us a review and rating
"There's no lack in their ability and performance, yet women of colour have to make decisions or sacrifices in order to get well-earned progression opportunities." - Ashanti Bentil-Dhue
Ashanti Bentil-Dhue is the CEO and founder of Good Soil Leaders® which is an inclusive work culture training and coaching company specialising in helping diversity, equity and inclusion teams and professionals globally. Ashanti Bentil-Dhue, has a solid understanding of creating psychological safety and change management. She believes that systemic change comes from taking a considered, blended approach which brings accountability to the change process, the inclusion of appropriate lived experience, and dynamic and innovative approaches to facilitated thinking.
After 18 months of impeccable performance and exemplary leadership, Ashanti Bentil-Dhue, a young Black woman CEO, is denied a deserved pay rise due to underlying biases, compelling her to find a better opportunity elsewhere with a £15,000 salary increase.
This is the perfect episode for line managers and HR professionals responsible for staff pay and progression decisions. Particularly if you have staff from Black or Asian backgrounds as we discuss the biases and nuances that influence key decision-makers in pay and career progression conversations.
In this episode you will learn the following:
● How a young Black woman navigated systemic biases so that she could achieve a pay rise
● How invaluable a good manager is in helping their team members navigate their way to the next level of their career
● Why organisations need to examine individual's biases in decision-making around pay rises and progression to ensure equity in pay decisions
Resources:
Broken ladders: The myth of meritocracy for women of colour in the workplace Other episodes you'll enjoy:
● Episode 7 - How women are penalised for negotiating
● Episode 13 - Why is negotiation still a dirty word for some?
● Episode 22 - When gender and race intersect during salary conversations
Connect with Ashanti Bentil-Dhue Ashanti Bentil-Dhue | LinkedIn
Listen to Ashanti's two podcasts Confessions of a DEI Pro and Good Soil Leaders
Connect with me: LinkedIn: Michelle Gyimah | LinkedIn
Send me a message here
Book a consultancy call here
Want to read the transcript? Head to Equality Pays website
Loved this episode? Leave us a review and rating!
“One interesting element I would say in this legislation is that it's the first time that we mentioned intersectional discrimination. So discrimination on different factors. It could be gender, it could be sexuality, it could be ethnicity and how they play together. And here in this legislation, we say that if you have intersecting discrimination, for example, being a woman with disabilities, the compensation needs to also be higher and adjusted for this intersectional discrimination.” Kira Peter-Hanson
21 year-old Kira Peter-Hansen, the youngest ever elected member of the European Parliament, embarks on a mission to close the gender pay gap and empower workers' rights by enacting the EU Transparency Directive, an ambitious legislation fraught with central conflicts.
So if you have responsibility for career and pay progression in your organisation within the EU then this episode is for you. This episode is also for you if you want to do business in Europe and want to know how this incoming legislation will affect you.
In this episode, you will learn about:
● How the EU is working to close the gender pay gap for all 445 million people so that gender pay and career progression is equitable
● How to assess the different types of jobs and value work fairly so that organisations can implement equal pay
● How companies can benefit from gender equality initiatives so that they can remain relevant for years to come
Resources:
Gender pay gap: Parliament backs binding pay-transparency measures Other episodes you'll enjoy:
● Episode 9 - Pay transparency - A misunderstood force for good
● Episode 11 - Pay gaps - What’s the fuss and why should I bother
● Episode 22 - When gender and race intersect during salary conversations
Connect with Kira Peter-Hanson: Kira Marie Peter-Hansen | LinkedIn
Connect with me: LinkedIn: Michelle Gyimah | LinkedIn
Send me a message here
Book a consultancy call here
Want to read the transcript? Head to Equality Pays website
Loved this episode? Leave us a review and rating wherever you get your podcasts!
In this case study mini-series, Michelle Gyimah talks to Lauren Kay-Lambert - Co-Managing Director at Shape History.
Lauren shares with us how Shape History decided to turn career and pay appraisal meetings on its head and champion more autonomy and transparency in the process.
Episode Highlights
- Introducing a new way to ‘do’ career and pay appraisal conversations - giving employees more autonomy over their salary increase
- Why supporting a culture for healthy money conversations is crucial - especially in light of the ‘Great Resignation’ climate
- The personal challenges that employees had to overcome to accept the new appraisal process
- The groundwork as well as trial and error that was required to make this a reality
- Why Lauren views this as a ‘positive challenge’ and how this can work for your organisation too
And so much more!
To reach out to Lauren Kay-Lambert simply contact her on LinkedIn Lauren Kay-Lambert | LinkedIn or visit their website Shape History via their website About Us - Shape History
If you found this episode useful, do share it on social media and tag me @michellegyimah
To book a consultation call with Michelle Gyimah for support with closing pay gaps and improving pay transparency book your diary slot here https://bookme.name/equalitypays/lite/call
In this case study mini-series, Michelle Gyimah talks to Dr. Shabna Begum - Head of Research at Runnymede Trust and Zaimal Azad - Senior Campaigns Officer at Fawcett Society.
Shabna and Zaimal share with us their experiences as researchers and professional women of colour, how co-authoring the ‘Broken Ladders - The Myth of Meritocracy for Women of Colour in the workplace’ report impacted them.
Episode Highlights
- Coming face to face with lived experiences through other women of colour
- How doing this research impacted everyone on a personal and professional level
- The importance of understanding the differences that women of colour face according to different ethnic and religious characteristics
- Why the report focused on different approaches that government, employers, and unions can take
And so much more!
Key findings from the report:
- Institutional racism is common in all sectors and in all organisations: 75% of women of colour have experienced racism at work, with 27% having suffered racial slurs.
- Forced to mould to conform: 61% report changing themselves to ‘fit-in’ at work, from the language or words they use (37%), their hairstyle (26%) and even their name (22%).
- Well-being is being impacted: 39% of women of colour stated their well-being had been impacted by a lack of progression compared to 28% of white women, whilst being refused promotion led to loss of motivation for 43% of women of colour.
- Locked out of progression: 28% of women of colour (compared with 19% of white women) reporting that a manager had blocked their progression at work, and 42% reporting being passed over for promotion despite good feedback (compared to 27% for white women).
- Recruitment discrimination:52% of women of colour experience discrimination – such as, being asked for UK qualifications or English as a first language and being asked for ethnicity information outside of monitoring processes.
You can download the full report ‘Broken Ladders- The Myth of Meritocracy for Women of Colour in the Workplace here: The Runnymede Trust | Broken Ladders
To reach out to Dr. Shabna Begum you can contact her via Linkedin Shabna Begum | LinkedIn. You can also find out more about The Runnymede Trust from their website The Runnymede Trust
To reach out to Zaimal Azad you can contact her via Linkedin Zaimal Azad | LinkedIn. You can also find out more about The Fawcett Society from their website https://www.fawcettsociety.org.uk/
If you found this episode useful, do share it on social media and tag me @michellegyimah
To book a consultation call with Michelle Gyimah for support with closing pay gaps and improving pay transparency book your diary slot here https://bookme.name/equalitypays/lite/call
In this case study mini-series, Michelle Gyimah talks to Jessica Winder- VP of People at Refine Labs.
Jessica shares with us how she spearheaded a new initiative to bring better pay transparency and pay equity to her organisation - where this had never been done before.
Episode Highlights
- Introducing a new and transparent minimum wage for existing and new employees for the first time within an organisation
- How a tweet about this went viral and crashed Refine Labs career page
- How the issue of ‘deserving’ more money came into the conversation
- Why being a steadfast pay transparency champion is key to making things happen
And so much more!
To reach out to Jessica Winder simply contact Refine Labs via their website Refine Labs | Revenue R&D Laboratory
If you found this episode useful, do share it on social media and tag me @michellegyimah
To book a consultation call with Michelle Gyimah for support with closing pay gaps and improving pay transparency book your diary slot here https://bookme.name/equalitypays/lite/call
Episode Highlights: * Why we find it so difficult and uncomfortable to talk about pay * Companies who are already paving the way in normalising pay conversations and pay transparency in the workplace * The benefits of bringing pay conversations out of the shadows
And so much more!
If you'd like to discuss how Michelle can work with you and your organisation, please book a call: https://bookme.name/equalitypays/lite/call
Episode Highlights: * What the stats say about women negotiating vs men * Why I’ve changed my thinking about women negotiating * Why organisations shouldn’t be let off the hook * What resistance women face when negotiating and the impact this can have on them and on the organisation * Some real-life negotiation examples * What negotiation has to do with closing your pay gaps
And so much more!
If you'd like to discuss how Michelle can work with you and your organisation, please book a call: https://bookme.name/equalitypays/lite/call
Episode Highlights:
- Why pay transparency is a polarising topic and the reasons it’s misunderstood
- Why it’s becoming more of a business-critical topic than a ‘nice to have’
- What the pay transparency spectrum is
- The importance of pay transparency in closing your gender pay gaps
And so much more!
If you'd like to discuss how Michelle can work with you and your organisation, please book a call: https://bookme.name/equalitypays/lite/call
Episode Highlights: * Why many women view negotiation as a dirty word * How your money stories impact your beliefs and attitudes toward money + The consequences of unconscious biases on decision making * The importance of having a framework in place to handle negotiation conversations in an equitable way * The impact of pay secrecy clauses on your employees and organisation
And so much more! If you'd like to discuss how Michelle can work with you and your organisation, please book a call: https://bookme.name/equalitypays/lite/call
Episode Highlights:
- Why attitudes to pay transparency are shifting
- What pay transparency actually is
- The importance of communication
- The risks of not adopting a more transparent approach to pay
- Why building in commitment and accountability is so important
- Why you don’t want to be the organisation left behind
And so much more!
If you'd like to discuss how Michelle can work with you and your organisation, please book a call: https://bookme.name/equalitypays/lite/call
Episode Highlights:
- Why closing pay gaps shouldn’t just be about compliance
- Questions to ask yourself to drive commitment in your organisation
- The importance of understanding what your data is telling you
- Accepting your employees will have questions and preparing for it
- Why involving your employees and asking for feedback is key to taking the right action
And so much more!
If you'd like to discuss how Michelle can work with you and your organisation, please book a call: https://bookme.name/equalitypays/lite/call
Episode Highlights: * Why out of sight, out of mind never works with your pay gap issues * The dangers of ‘posting and running’ and the consequences it can have for your organisation * Why shutting down pay conversations can be damaging * What individual shaming tactics are and why they won’t make the problem go away * The UK government’s announcement of the new pay transparency pilot scheme
And so much more! If you'd like to discuss how Michelle can work with you and your organisation, please book a call: https://bookme.name/equalitypays/lite/call
Episode Highlights:
- Why budget is the most common concern to committing to doing the work
- The benefits of investing in this type of work and the impact on your organisation
- How I can help your organisation and support you on your journey
- What you can expect working with me and the ripple effects it can have throughout your organisation
And so much more!
If you'd like to discuss how Michelle can work with you and your organisation, please book a call: https://bookme.name/equalitypays/lite/call
Episode Highlights: * Closing pay gaps is not easy! * Short term fixes I see organisations doing when they don't want to address pay gaps in their organisation. * Why ‘publishing and running’ your data without a narrative is not the best strategy to take * What the dangers can be of publishing reports with inaccurate figures and the ripple effect this can have * Blocking behaviours from individuals stopping an organisation from doing the right thing * What the consequences of these short-term fixes are on your organisation and employees * The impact on brand perception and attraction of future employees
And so much more!
If you'd like to discuss how Michelle can work with you and your organisation, please book a call: https://bookme.name/equalitypays/lite/call
Episode Highlights: * Why we find talking about money really difficult * Why pay transparency is the bedrock for closing pay gaps and implementing pay equity * Why I’m on a mission to demystify pay conversations in the workplace and the importance of it * Benefits of adopting a more transparent approach to pay in your organisation
And so much more!
If you'd like to discuss how Michelle can work with you and your organisation, please book a call: https://bookme.name/equalitypays/lite/call
If you’re an HR director and are often involved in conversations about pay, this episode is for you. Michelle talks about why NOT having a clear pay communication plan in your organisation can land you in hot water. She shares her experiences of being on the receiving end where assumptions were wrongly made and how, if a plan had been in place, the devastating impact could have been avoided.
Website: www.equalitypays.co.uk
Book a call: https://bookme.name/equalitypays/lite/call
If you’re responsible for delivering pay conversations in your organisation, then you’ll want to listen to this episode. Michelle talks about: * how NOT to approach your pay gap communication strategy * how to prepare for and answer those awkward questions that come up about your gender pay gap * how to handle the emotions that will come up * how to handle and manage employee expectations * how to own the narrative around what the data is saying
Don’t bury your head in the sand and ignore it, it’s not going anywhere - listen and find out what you need to do to stay ahead. Website: www.equalitypays.co.uk
Book a call: https://bookme.name/equalitypays/lite/call
In this episode, meet Michelle Gyimah as she shares insights from her experiences working at the Equality and Human rights commission for over 10 years, which has led her to set up her own company, Equality Pays.
She details the common issues that organisations come to her with including gender and ethnicity pay gaps, how to have difficult conversations around these subjects, and how to transform your pay structures to ensure equity and parity across your business – ultimately, she shares her aims of how she can support you on your journey to holding more transparent conversations about pay in your organisation.
Gender and ethnicity pay gaps – do these fill you with dread? In this episode, Michelle shares her views on why organisations like yours find it so difficult to talk about as well as tips on how you should approach it as part of your D&I strategy. Michelle also highlights the importance of getting it right and how doing nothing could be a huge risk to your business.
To read the articles and resources she mentions, follow the links below
Women, Race, Money and Representation: How pay gaps is shaking up corporate vulnerability
https://equalitypays.vipmembervault.com/products/courses/view/1071087
Articles by Dianne Greyson can be found on her LinkedIn
Ethnicity pay gap information:
Ethnicity pay reporting: a guide for UK employers | CIPD
Ethnicity pay reporting - GOV.UK (www.gov.uk)
Ethnicity pay gap reporting: Preparing for the future - PwC UK
Not sure how to approach your ethnicity pay gap? In this episode, Michelle shares her views about why many organisations struggle to improve their return rates for their ethnicity data and how the approach could be causing more damage than good. Find out what questions you should be asking and what not to do.
Website: www.equalitypays.co.uk
Book a call: https://bookme.name/equalitypays/lite/call