Sometimes you meet someone and a throwaway remark turns into a full on conversation and a really solid connection.
Last year, I was at an event, got chatting and happened to mention the time at which I arrived at a very senior leadership team meeting (of twelve biased men and true) to present my deeply optimistic proposed diversity strategy, only to be greeted by the Chair with the profoundly unhelpful words:
“Here she is – it’s Diversity Barbie!”*
(* not the worst thing I’ve ever been called at work, but certainly not the best of gate openers, either).
My new friend suggested that it would be a great title for my memoir (I can see the pink cover now …) and thus was our connection forged.
We’ve kept in touch and a few weeks ago, I was delighted to be asked to join a panel that she’s convening to discuss the gender pay gap – coincidentally, a topic to which I’ve given a lot of thought of late, given the amount of recent press coverage discussing the issue. For instance, take a look at this article from The Atlantic, in which the idea that asking female interview candidates about their current salary point is mooted as an act of bias – does it have the (possibly unintentional) result of just further double glazing the glass ceiling of pay gaps?
Anyway, I’m looking forward to discussing this topic, given that, as the Fawcett Society states, “the gender pay gap remains the clearest and most dramatic example of economic inequality for women today.”
The UK government is now pressing ahead with plans (or, as PM David Cameron rather lyrically put it, casting “sunlight on the discrepancies”) to force large firms to disclose data on the gender pay gap among staff in companies with more than 250 employees; the PM believes that this will eliminate the gender pay gap “within a generation.”
Which would be A Good Thing, when we consider that (all info below courtesy of the Fawcett Society‘s website) :
- The UK passed equal pay legislation in 1970 and the USA in 1963 … but working women in the UK and the USA are still paid a fifth less than their male peers (22% in the UK, per The Guardian link above, or the equivalent of working for two hours a day FOR NOTHING);
- 62% of those currently paid below the UK Living Wage (as at August 2015, £7.65 per hour) are women;
- Primary causes of The Gap include – the motherhood penalty, leading a higher proportion of women to work in part-time, lower skilled roles due to childcare responsibilities. Then, on their return to work after a career break, reduced opportunities for career progression may force women to take up less senior and lower paid roles;
- Occupational segregation – as the Fawcett Society confirms, “jobs traditionally done by women, such as cleaning and catering are typically undervalued and paid less than jobs traditionally done by men, such as construction and engineering. Women make up 78% of those working in the low paid sector roles of health and social care, whereas 88% of those working in the highly paid STEM industries, are men.”
- Outright discrimination – it’s been over forty years since the Ford machinists took the industrial action depicted in the film Made in Dagenham – but both direct and indirect discrimination still persists in the workplace.
I need to do more research, but I’m looking forward to the event next month.
And here’s my proposed mini bio:
“Cleo is a diversity and inclusion professional who maintains a successful senior corporate career alongside a freelance writing, blogging and social media habit at www.thegenderblog.com. She has worked for companies which include PricewaterhouseCoopers, Credit Suisse, Australian engineering conglomerate WorleyParsons and AXA and is the recipient of a 2011 World of Difference award from the International Alliance of Women for her work in supporting the economic empowerment of women and girls around the world.
“She believes that impact is more important than intent, often wears pink and would like to ban the word “banter” in the workplace.”