Because perceptions of how companies recruit & treat staff (diversity, pay, promotion) influence people’s wider trust-in-business – diversity and inclusion at levels of the business are at the heart of the CBI’s Great Business Debate.
Businesses with more than 250 employees will have to publish the difference between the average pay of their male and female employees. The Government has said it is to go ahead with the plan, originally launched under the coalition.
The story has received extensive coverage:
The Government has also announced that a target of getting women into at least a quarter of boardroom seats at the UK’s biggest firms by 2015 has been met. Lord Davies set the target in 2011 after conducting a review into the gender balance on company boards.
“But we must not let our guard drop. Progress has relied on making sure new appointments are diverse, and this must continue as women appointed since the Davies report begin to end their terms on boards and replacements are sought.
“Addressing the gender pay gap is the right priority – and we should set a target for reducing it. While we believe publishing pay gap data could be misleading, we will work with the Government to ensure that rules on what is published are flexible enough to be relevant to each company.
“To see real progress, however, we need to challenge occupational stereotypes by encouraging more women into male dominated industries and investing in careers advice.”
Diversity is on the agenda when it comes to building public confidence in business
Does business need to overcome stereotypes?
Can we help boardrooms find an untapped reservoir of talented and successful women?