Mind the (pay) gap - I do, I do, I do!

When I attended the “Lift as we Rise” session earlier this week with the wonderful Amal Larhlid ???? ????? I was reminded of the fact that I have been incredibly lucky over the years to have worked with some pretty exceptional women that have become role models, clients, colleagues and friends. Sometimes all 4!? I won’t remember them all but a huge thank you to those that immediately spring to mind Samantha Matute Manon Capel Vicky Bradford Louise Morrison Helen Harlow Mairead Murphy Anne Marie Stomeo Ansley L. Callaway CPA CFF CVA CDFA Mediator Melissa Raczak

Senior female role models are, imo, one of the most impactful ways to make a real sustainable change to the issues we continue to face today.? It's no coincidence I'm sure that my leadership team is predominantly female.? That said, the time lag in closing this gender pay gap really bothers me and I’ve tried to reflect on why despite all these great leaps and bounds forward, it? remains a real issue.?

• Playing catch-up - it's an indisputable fact that years of inequality and long periods of time out of the workplace have had an impact on the depth of experience of many women and in turn the salary they can command.? This will take time to chip away at and unfortunately means that the senior female role models mentioned above are more scarce than we need them to be.? This puts extra onus and responsibility on those of us that have been supported through that glass ceiling to pay it forward
• Stuck in reverse - Experience gained out of the traditional workplace can be as valid, or more valid than within.? We need to be mindful of perceived “gaps” in CVs.? To drill down into what experience was gained during that time rather than assuming that the time was spent un-gainfully employed.? I felt this sharply upon return from maternity leave with my second child when I was offered a role as a Senior Manager in response to my Director application despite being the lead Director of a team before Mat leave.? During my career break I started my own business, renovated an old church, programmed a till (harder than it looks), set-up a website and trained as a barista - oh and raised two children under 5 (and to be fair also watched some dubious daytime TV).? I politely declined and went to GSK as their Tax Transformation Director before joining PwC as a Partner a mere 5 years later.? It could all have played out very differently.

• (Un)rewarding loyalty - People perceived as “flight risks” can often be treated differently to persuade them of how valuable they are to the organisation.? Bonuses, additional courses or investments in their future, and pay rises are not uncommon.? What is uncommon is how often the deemed “flight risks” are female…with the inevitable consequences of extending rather than bridging that gap.??
• The dirty question of money - OK, many of us find speaking about money a little bit distasteful, almost rude. But I think we can all agree that talking about worth and value isn’t - and discussions on salary are needed to ensure people’s worth and the value they create is appropriately rewarded. The number of females that look to renegotiate an offer compared to how many say a polite “thank you, when can I start” is pretty stark.?

This is a difficult gap to bridge and it will take time, understanding and personal commitment to start making a tangible difference.??

@PwC UK’s flagship #WomenInWork report is out and this year - the UK has dropped 4 places, now ranking 17th out of 33 OECD countries.? Read the report here https://lnkd.in/e_dApYpr.

Join the LinkedIn Live discussion on this and the #GenderPayGap on #IWD2024, 8 March 12:30 - 1pm. https://bit.ly/42WjLOe

#GenderEquality #WomenInWork #PwC