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Think, Act, Report Programme manager: Katrina Lidbetter www.homeoffice.gov.uk/tar.

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Presentation on theme: "Think, Act, Report Programme manager: Katrina Lidbetter www.homeoffice.gov.uk/tar."— Presentation transcript:

1 Think, Act, Report Programme manager: Katrina Lidbetter

2 Outline of presentation Context: women in the workplace: –the challenges to equality; and –Government’s approach, in partnership with business, developing a fair and flexible labour market that uses the talents of all; –Legislation and alternatives Think, Act, Report initiative –What the initiative aims to do and why –The three step approach –Who we are working with –Progress to date – one year on report - over a million employees in organisations signed up –Why sign up - the benefits of gender reporting for an organisation And then Presentation from one of the organisations signed up to Think, Act, Report – leading law firm, DWF.

3 Why it matters Gender pay gap (fulltime)currently-10.5%

4 Why it matters gender pay gap incl part time over 20%

5 Why it matters

6 Government Action Women’s Business Council – reporting next May Business mentors for female entrepreneurs £2 million to support women’s enterprise in rural areas Review into access to finance for women entrepreneurs, working with British Banking Association Extending right to request flexible working to all employees – helping all carers to balance work and family life Lord Davies review into women on boards – recommendations that listed companies should publish data on women in senior posts and in company as a whole – good progress to date

7 Legislation Strong legislation to tackle discrimination – brought together into one Act, Equality Act 2010, implemented by this Government. Equality Act 2010 made pay secrecy clauses unlawful; positive action can be used in recruitment and promotion; protection against discrimination by association. Equality Act also includes power (section 78) to require companies to report on gender pay information. Building a Fairer Britain: “While we work with business and others to ensure the voluntary approach is successful, we will not commence, amend or repeal section 78.”

8 Think, Act, Report The Think, Act, Report framework asks private and voluntary sector employers to promote greater transparency gender equality by signing up to Think, Act, ReportThink, Act, Report Developed with the help of EHRC and CBI Launched by Minister for Women and Equalities on 14 September 2011 Launched with Eversheds, BT, Tesco; and the CBI. Voluntary, flexible approach, led by business Aimed at medium to large private and voluntary sector organisations (public sector organisations are covered by the public sector equality duty) Companies decide that to publish and where – no requirement to publish pay data - different companies will be at different points on the journey – aim is to publish more as work progresses

9 Not everyone is at the same point on the journey, so we identified three stages: Think identify any issues around gender equality Act take action to address those issues, then Report publicise progress, internally and externally Key points: It is entirely up to you to decide what to publish There’s no requirement to publish your gender pay gap There’s no new report to Government or anyone else – but we publish your case studies if you’d like us to do so Think, Act, Report

10 Why sign-up? Better for business, better for staff, customers and investors Sends message to employees, customers, investors about commitment to gender equality – strong reputational value Opportunities to share experiences and good practice with other businesses Companies with more diverse staff – better able to understand customers (70% of household purchasing decisions made by women) Some research that companies with diverse boards deliver better return on investment

11 Progress so far Over 50 major companies signed up UK Workforce in Medium/Large orgs (150+) 1m 0%10%20% Current TAR sign ups 2m

12 Next Steps Overall aim: build a culture where promoting gender equality openly and transparently is the norm. To do this we are: Working in Partnership to recognise best practice, eg –Working with ENEI –Working with Opportunity Now - Transparency Award April 2013 Getting the word out –Digital tools – website with sign-up form; twitter, linked-in –Encouraging companies already signed-up to talk to their suppliers and other organisations in their sector –Sector-specific round tables with equality ministers (eg retail roundtable; banking breakfast; law society event; round table with Linklaters;) Networks and networking -eg:Women in Rail – supporting their event April 2013

13 Want to learn more? Visit our website at: Read our annual report and flyer us at call us on Katrina Lidbetter (3803) James Charlton (1457)

14 TAR signed-up supporters AngelTrainsHallett Retail Services ArupHogan Lovells International LLP B3 LivingIBM BAE SystemsImagelinx UK Berwin Leighton PaiserJulie Nerney BNY MellonKPMG BPMcDonald’s British American TobaccoMarks & Spencer BT GroupMercer BupaMetropolitan Housing Partnership CentricaMITIE Group Circle Housing GroupMorgan Stanley Citi UKMy Family Care Co-operative GroupNational Grid CostainNomura International DAC Beachcroft LLPPinsent Masons DellPress for Change DeloitteRoyal Bank of Scotland DHL Supply ChainSomerset West Business Against Crime DWFSustainable Development Capital EDF EnergyTesco Enterprise Rent-A-CarThe MAIN Project Ernst & YoungThree EvershedsTriton Showers FujitsuUnilever GE UK & IrelandVox Feminarum Genesis Housing AssociationWalthamstow Times GlaxoSmithKline Zibrant


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