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The importance of the equal pay day

The current gender pay gap means women effectively stop earning relative to men on a day in November. This day is referred to as Equal Pay Day and varies according to the actual pay gap each year. The gender pay gap is not closing The UK's Office for National Statistics has published data showing the gender pay gap is not closing.

The average for full-time workers stands at 14.

Where Equal Pay is Considered Most Important

The gender pay gap is persisting, and so must we because woman must not be discriminated against at work for having a child. They urge politicians and employers to make a PayGapPledge to close the gap for good.

  • You need to be really thoughtful about diversity in the boardroom;
  • Collect information as you go;
  • There are many things culturally and policy-wise that will take some time;
  • Negotiation has a technique, and we cannot be victims of negotiation tactics in order to evaluate the value of ourselves;
  • We should not be seeing progress towards gender parity shift go backwards;
  • We have to include the voices of women of color.

Equal Pay Day comes around once a year, but the gender pay gap exists every hour of every day. From 2018, UK employers with over 250 employees are required to report their gender pay gaps - a law that the Fawcett Society campaigned for.

Equal Pay Day is a reminder of the importance of negotiating a salary

This provides an important opportunity to address the productivity gap because tackling workplace inequality could help 840,000 women into work and allow them to reach their full potential. We should not be seeing progress towards gender parity shift go backwards. Gender equality is a moral and an economic imperative so proactive, urgent measures must be taken to address gender gaps across all countries worldwide.

We are committed to ensuring pay equality, which is an important part of our wider Diversity and Inclusion strategy.

Equal Pay Day is important. The gender pay gap is persisting, and so must we.

It remains our long-term aim to create an equal and fair workplace where our people feel valued and have every opportunity to thrive, grow and develop their career. The University of Sheffield conducts Equal Pay Reviews that compare the pay of men and women doing work of equal value. The aim of their reviews is to identify any gender pay gaps, and to make recommendations that work towards closing any pay gaps that could not be explained by grounds other than gender.

The Review provides clear evidence of the importance of supporting University wide activities focusing on the progression of gender equality. The University's picture for the overall gender pay gap has improved over time.

  • And having more diverse and female leaderships on boards and in C-suite positions could help advance these culture and policy shifts;
  • On the power of teaching negotiation strategies early on;
  • Far too many workplaces are fueled by a culture of machismo, which affects the day-to-day experience of women at every level;
  • Org, said the 20PercentCounts campaign isn't just about raising awareness, but encouraging action;
  • Support the EqualPayDay campaign Here are some practical ideas around what you can do to make a change;
  • When you think of the number of women who have been quiet through MeToo moments, and now all of sudden people have the courage to speak out?

To address this, the University began to actively pursue a strategy to improve the representation of female academic staff. Support the EqualPayDay campaign Here are some practical ideas around what you can do to make a change: Choose a prime employer for your next career move Use Where Women Work as an informative resource to research and compare employers, understand the views of women who work there, and to identify and apply for relevant jobs.