The government’s 2020 deadline for organisations to report their pay gap figures is rapidly approaching and it is likely that with this third year of data uncomfortable trends will be apparent, exposing a lack of any significant progress and even regression.
In 2019 there were no UK employment sectors in which women were paid the same as men. 44% of organisations reported an increase in their gender pay gap from 2018, and 8% reported no change. Overall the median gender gap only reduced by 0.1 percentage points. This stagnation in progress is despite legislation, the government spotlight and relentless media attention.
However, this lack of progress does not necessarily indicate a lack of will by employers to address inequality in pay and progression opportunities. What this makes clear is that organisations don’t know what really works to make immediate and sustainable change.
The The Sat Nav Research Programme spearheads an extensive and growing body of research and analysis. It delivers sophisticated and pragmatic insights to cut through the complexity and intricacy of the challenges that employers, individuals and policy makers face when trying to secure the benefits of gender balance in the workplace.
Since it’s launch in 2017, this research has identified and quantified fundamental causal issues which trigger a cascade of consequences. It has also been able to specify a pragmatic roadmap to secure positive change, with wide-reaching benefits far beyond the gendered dimension.
This year’s survey will not only identify the priority drivers of change and the strategies to leverage transformation, it will also track the progress made within the workplace in closing the gap in gender inequality.
Participation in the survey is a win:win.
Individuals gain a valuable free micro-development tool to accelerate their own career progression.