Yesterday, 8 March 2017, was International Women's Day
("IWD"). This year's theme was to
#BeBoldForChange – to encourage women, men
and non-binary people to take action to drive change for women for
The World Economic Forum predicts that the gender pay gap will
not close until 2186 – a phenomenally long time to wait for
equality. As such, the campaign is hoping to drive people to bold
action to accelerate gender parity.
From 6 April 2017, organisations with 250 or more employees will
be required to publish statutory calculations every year showing
the pay gap between their male and female employees. These results
must be published on the employer's own website and a
government site. This means that the gender pay gap will be
publicly available, including to customers, employees and potential
There are no real sanctions for businesses which identify gender
pay gaps following this reporting exercise, except for adverse PR.
Therefore, IWD's campaign is still very relevant in pushing
companies to consider alternative, outside-of-the-box ways of
reducing this gap and more quickly.
A First Women Summit was held last week (Tuesday 28 February
2017) at the Waldorf Hilton Hotel. This conference explored methods
of obtaining equality and inclusion in the workplace by focussing
on recruitment strategies, avoiding a lost generation of women
lacking the confidence or ambition to become the female leaders of
tomorrow, retaining talent and the sharing of stories from women in
male-dominated environments such as the RAF, pilots and
The speakers shared truly moving stories of their own rise to
leadership within their respective fields and helpfully shared some
of the steps they or their employers had taken to change the status
quo. Such action included amending the wording of job adverts to
make them more gender-neutral to attract more female candidates and
those from a wider background. It also included bringing more males
in to assist with the championing of equality within the workplace
by appointing male champions for women and having men mentoring
women rather than the traditional approach of females mentoring
and/or discussing gender parity with females.
A key theme of the First Women Summit as well as the focus of
the IWD campaign is to get involved yourself and consider what can
be done to bring about change. Be bold for change – consider
volunteering at your local school to show the next generation of
women that they can achieve their ambitions and that they can get
to the higher echelons of the workplace. Consider policies that can
be introduced at work to attract and retain a diverse workforce and
call out gender pay gaps where these arise. Last year's IWD
campaign was focussed on pledging for parity; now comes the time
for businesses to take action on this pledge.
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guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
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In SSE Generation Limited v Hochtief Solutions AG and another decided on 21st December 2016, the Court of Session in Scotland considered a contractor's potential design liability under the NEC Form of Contract.
Case law concerning the Agency Worker Regulations remains limited. We recently advised a recruitment business involved in a dispute with a "temp" and a hirer regarding who was liable for an alleged breach of AWR Regulation 5.
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