August 25, 2017
Trans employees are not given enough managerial support at work says Acas
Poor awareness from employers about the challenges faced by trans employees can leave them feeling isolated at work, according to new research. A study commissioned by workplace experts Acas reveals that many employers are not up to speed with the law on gender reassignment discrimination, which protects some trans employees from unfair treatment at work; often it is left to the victims of transphobia themselves to inform their managers about the details of the Equalities Act 2010; and trans people not covered by the Act are even more at risk of being treated unfairly because employers have even less understanding of their experiences. Acas has published ndew guidance on gender reassignment discrimination which helps advise employers on how to manage their trans workers.
April 12, 2017
Research shows how the gender pay gap can be directly related to motherhood 0
by Sara Bean • Comment, Flexible working, News, Workplace
A new piece of academic research provides more evidence that the underlying reason for the gender pay gap is the discrepancy between the way women with children are treated compared to men, and other women without children. According to new research from Université Paris-Saclay, mothers are paid 3 percent less for every child they have compared to their female colleagues who do not have children, while fathers suffer no such penalty at all. The figures were compiled from a 16-year study of data from organisations in the French private sector between 1995 and 2011 by Lionel Wilner, Director of Graduate Studies at engineering and statistics school ENSAE, a founding member of Université Paris-Saclay. He separated the effect of childbirth from other firm-specific wage determinants, and accounted for full-time and part-time work, to find that the difference between mothers and non-mothers is approximated a 3 percent lower hourly wage. The effect was found to be more pronounced after the birth of the first child. More →