Search Results for: Gen Z

UK in 8th place for global talent competitiveness but gender equality lags behind

UK in 8th place for global talent competitiveness but gender equality lags behind

by • Cities, Legal news, News, Workplace

UK in 8th place for global talent competitiveness but gender equality lags behindThe UK has been ranked as the eighth best country in the world for the ability to attract, retain, train and educate skilled workers, but while its ability to leverage diversity for talent competitiveness is boosted by its global knowledge skills – the UK is undermined by its weaker performance on tolerance and gender equality. According to the Global Talent Competitiveness Index GTCI) produced by the Adecco Group, with international business school INSEAD and Tata Communications, the UK has a particularly strong pool of global knowledge skills, a variable for which it is ranked third in the index boosted further by its strong regulatory, market and business landscape. But this is undermined by its internal openness, where it still lags behind, especially when it comes to gender equality. The report also suggests that although Article 50 was triggered in 2017, the ongoing negotiations and continuing lack of clarity over the UK’s position once it leaves the European Union in 2019, means the impact of Brexit is not yet clear.

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Culture shift needed to drive a better gender balance in property and construction

Culture shift needed to drive a better gender balance in property and construction

by • Comment, Property

Despite compelling evidence of the bottom line benefits of gender diversity, too many sectors remain stubbornly male dominated. This is certainly the case with the property and construction industry where women still represent only 15 percent of the workforce. The growth of prop-tech, entrepreneurialism amongst women and a growing emphasis on service, demonstrated by the growth of the flexible office and serviced apartment sectors, which tend to have more balanced gender ratios, is helping to address this balance. However, many women in the industry still do not occupy managerial roles, and so the gender pay gap stubbornly remains. For these imbalances to be addressed a cross-industry, cultural shift needs to occur, and individual companies must work to drive change from the top down.

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Promotion: Humanscale launch Quickstand Eco to lead next generation of sit/stand workstations

Promotion: Humanscale launch Quickstand Eco to lead next generation of sit/stand workstations

by • Company news, Furniture, Products

Humanscale, has launched its next generation of portable sit/stand products. The QuickStand Eco claims to unite function and sustainability at an accessible price point to improve employee performance and encourage a more active workplace. This new height-adjustable solution is sleeker, easier to install and comprises more sustainable materials than ever before. QuickStand Eco utilises minimal parts and pieces, limiting it’s environmental footprint and maintaining a minimal, clean aesthetic. It features simple setup and is easy to transport, making it a flexible option for both corporate and home offices. The instant height adjustability encourages users to sit and stand more often and the product can also be integrated with Humanscale’s OfficeIQ software, which sends periodic alerts when it is time to adjust one’s position.

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Chinese government to create a $2.1 billion industrial park dedicated to artificial intelligence research

Chinese government to create a $2.1 billion industrial park dedicated to artificial intelligence research

by • AI, News, Technology

The Chinese government is preparing to build a technology park in Beijing dedicated to research into artificial intelligence, according to the Chinese news agency Xinhua and Reuters. The scale of the development can be gauged by the level of investment – some $2.12 billion (13.8 billion yuan) to build the park, located in west Beijing. The park is also forecast to generate revenues of $7.7 billion (50 billion yuan) a year from the 400 enterprises that are expected to be housed there. Zhongguancun Development Group, the developer of the project, will look to partner with foreign universities and build a “national-level” AI lab in the area, according to the reports.

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Choices and expectations perpetuate higher education gap and gender pay gap, UCL research finds

Choices and expectations perpetuate higher education gap and gender pay gap, UCL research finds

by • News, Workplace

Teenagers’ own career aspirations could be perpetuating both the gender pay gap and the higher education gap, a study from researchers at UCL Institute of Education (IOE) suggests. The new research reveals that, while teenage girls are more likely than teenage boys to have high hopes of going to university and having a professional or managerial occupation, when it comes to salaries it’s the boys who are aiming highest. The research team at the IOE’s Centre for Longitudinal Studies (CLS), analysed data collected from over 7,700 teenagers in the UK who are all part of the Millennium Cohort Study, a study which has followed their lives since they were born at the turn of the century. When they were 14, the teenagers were asked a series of questions to find out their future aspirations.

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Companies must reveal gender pay gaps or face unlimited fines

Companies must reveal gender pay gaps or face unlimited fines

by • News, Workplace

Businesses failing to comply with gender pay gap reporting regulations could face unlimited fines and convictions, the Equality and Human Rights Commission has warned as it published its enforcement strategy. As the regulatory body responsible for ensuring that all employers with over 250 employees report their gender pay gap statistics, the Commission has set out its enforcement policy for consultation. Although it will take steps to encourage compliance and engage informally with employers who are in breach of the regulations as a first port of call, it will ultimately enforce against all employers who do not publish their gender pay gap information. The Commission’s policy – which is open for consultation from today until 2 February 2018 – explains how the Commission will use a range of its powers.

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Employers holding back on publishing gender pay for fear of standing out

Employers holding back on publishing gender pay for fear of standing out

by • Legal news, News, Workplace

Most employers have already calculated their pay gap, but research by XpertHR suggests they’re holding back on reporting their findings for fear of standing out if they publish early. Organisations with 250 or more employees have to publish their gender pay and bonus gaps by April 2018 in order to comply with Regulations that came into effect this year. However, with less than six months to go, only 6 percent of the estimated 4,000 employers covered by the new law have complied. Despite the low reporting rate to date, more than one in four ( 26.5 percent) mid-sized companies (those with 250-999 employees) and more than half (51.5 percent ) of larger companies (with 1,000+ employees) have already calculated their pay gaps. Anecdotally, some have told researchers that they are waiting to see what other companies in their sector do before publishing – or that they want there to be a large number of reports in the public domain before they release their own figures.

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Support of gender diversity charter to widen digital and tech talent pool

Support of gender diversity charter to widen digital and tech talent pool

by • AI, News, Public Sector, Technology, Workplace

As we reported yesterday there are gender as well as economic imbalances which could cause long term problems for the tech sector. While there is a looming digital skills gap – with the UK needing one million more tech workers by 2020, just one in ten females are currently taking A-level computer studies. Currently only 17 percent of the tech/ICT workforce in the UK are female, well below the 47 percent of women in the workforce overall. To help address the issue, the Tech Talent Charter is a commitment by  organisations (including Nationwide, BBC, HP, Monster and Cancer Research) to a set of pledges designed to increase gender diversity in the UK tech workforce. These pledges include inclusive recruitment processes and contributing company employment and diversity data anonymously to be published publically annually. Following yesterday’s budget, the Tech Talent Charter is announcing today that it has received Government funding as it welcomes its 90th signatory.

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Address gender and economic barriers to tech revolution says BT

Address gender and economic barriers to tech revolution says BT

by • AI, News, Technology, Workplace

Young people from less privileged backgrounds and females face greater barriers to joining the tech revolution, a new report suggests. Tech know-how: The new way to get ahead for the next generation, from BT and Accenture could boost the next generation’s tech skills and help charge social mobility and economic growth. The study found individuals with higher levels of tech know-how earn more as their career progresses, with a ‘tech literacy wage premium’ of £10,000 per year.  The implied salary increase if people develop their skills could add approximately £11 billion to UK GDP by 2022. However, young people whose parents have higher levels of education are 26 percent more likely to see themselves as ‘expert’ or ‘creative’ users of tech in the next five years; and those whose parents fall into the top two education levels expect to earn salaries that are 19 percent higher than the bottom two. The report also highlighted a stark gender divide as young men receive 46 percent more encouragement from parents and teachers to build their tech skills than their female counterparts, and are 17 percent more likely to report having had sufficient training at school.

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Warnings of widening gender pay gap as women are hit hardest by low pay

Warnings of widening gender pay gap as women are hit hardest by low pay

by • Comment, Flexible working, News, Wellbeing, Workplace

Warnings of widening gender pay gap and women hit hardest by low pay

It is Equal Pay Day today (Friday 10th November) – the day in the year which is marked in the calendar as the one where women start to work for free, and the campaigning charity the Fawcett Society has warned that the pay gap is actually widening for some groups of women and will now take 100 years to close, based on the current rate of change. Research by the Living Wage Foundation published to mark the day has also revealed women are hit hardest by low pay in the UK. Women make up nearly two thirds (62 percent) of workers currently struggling to make ends meet on less than the real Living Wage claims the Foundation, which amounts to 3.4 million women compared to 2.1 million men. Nearly 1/3 of all UK working women (26 percent) are still earning less than the Living Wage, compared to just 16 percent of all working men. And this trend has been the case since 2011, when KPMG and the Living Wage Foundation launched its annual Living Wage report.

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Best practice in flexible working and gender diversity honoured at awards presentation

Best practice in flexible working and gender diversity honoured at awards presentation

by • Flexible working, News

Workingmums.co.uk has announced the winners of its eighth annual Top Employer Awards, celebrating the leading companies in gender diversity and flexible working. The Awards were presented at a ceremony at London’s Soho Hotel on 7th November where the keynote speaker was Ann Francke, CEO of the Chartered Management Institute. Winner of the Overall Top Employer Award was Lloyds Banking Group. The judges felt it was ‘a beacon for other employers with regard to its agile hiring programme which was a root and branch attempt to normalise different ways of working from recruitment onwards. It was a strong performer across all the categories and had made a major step forward in embedding a flexible culture.’

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Rise in gender and ethnic diversity to boards in finance sector, despite ‘closed shop’

Rise in gender and ethnic diversity to boards in finance sector, despite ‘closed shop’

by • Legal news, News, Workplace

Rise in gender and ethnic diversity to boards in finance sector but more neededBanking and finance companies within the FTSE 100 have increased gender and ethnic diversity at board level, but there remains a question over whether minorities can break through the glass ceiling, as many of the top roles in banking and finance companies (Chair, CEO & CFO) remain a closed shop for ethnic minority and female leaders. This is according to a new study from Green Park which claims the leadership pipeline, supplying the highest tier of management in FTSE 100 banking and finance companies, now features the highest level of ethnic minority talent in four years, including 15 percent of professionals with a non-white background compared with 5 percent of leadership pipelines for FTSE 100 companies overall and 6.5 percent in 2014. The banking and finance sector has also met the target set by Lord Davies that 25 percent of board members should be female. However, this has been updated by the Hampton-Alexander Review to a target of 33 percent by 2020, which suggests that banking and finance companies will still need to do more to increase the proportion of female leaders in their leadership pipelines.

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