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Get noticed | Get connected | Get ahead
Kirsten Tisdale BSc FCILT FRSA MIoD, Aricia Limited
Inspiring change: The Gender
P...
Get noticed | Get connected | Get ahead
Why it matters
http://bit.ly/PwC_TalentRace_2012 | http://bit.ly/DHL_TalentShortag...
Get noticed | Get connected | Get ahead
What I’m going to cover today
• Gender gap, gender pay gap, gender leadership gap
...
Get noticed | Get connected | Get ahead
Wider issues: gender gap - not just pay
• 88% of countries -
restrictions against
...
Get noticed | Get connected | Get ahead
-9% to +14%
Wider issues: pay gaps – not just gender
• And there are other gaps: a...
Get noticed | Get connected | Get ahead
Gender pay gap: logistics & transport
• Smaller bar is
‘fairer’
• Legal requiremen...
Get noticed | Get connected | Get ahead
• The reason the median gender pay gap is low in, say, storage is because the comp...
Get noticed | Get connected | Get ahead
Gender leadership gap: our sector
• Also part of submission
to UK government
• How...
Get noticed | Get connected | Get ahead
Concrete results …at your competitors!
• Focused recruitment programmes - easyJet’...
Get noticed | Get connected | Get ahead
Diversity: better for business
• Diversity can improve innovation, decision-making...
Get noticed | Get connected | Get ahead
Actions WE can ALL take
• Review job titles
• Avoid bias eg language in ads
• Use ...
Get noticed | Get connected | Get ahead
Kirsten Tisdale
www.aricia.ltd.uk/articles.aspx
www.aricia.ltd.uk/updates.aspx
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Inspiring change: The Gender Pay Gap and Why it Matters

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Kirsten Tisdale, Aricia Limited presents at CILT International Convention 2019 in Manchester

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Inspiring change: The Gender Pay Gap and Why it Matters

  1. 1. Get noticed | Get connected | Get ahead Kirsten Tisdale BSc FCILT FRSA MIoD, Aricia Limited Inspiring change: The Gender Pay Gap and Why it Matters
  2. 2. Get noticed | Get connected | Get ahead Why it matters http://bit.ly/PwC_TalentRace_2012 | http://bit.ly/DHL_TalentShortage_2017 http://bit.ly/ILO_GenderPay_2018 | http://bit.ly/CMI_Interview_2018 http://bit.ly/Glassdoor_DivInc_2017 “Transportation and logistics as a sector isn’t viewed as attractive by most job seekers – when it’s considered at all” PwC 2012 “The supply chain sector is facing a talent shortage that is quickly escalating from a gap to a potential crisis” Report for DHL Supply Chain 2017 Gender balanced executive teams would contribute about £150Bn pa to the UK economy CMI CEO 2018 (All sectors) The mean hourly gender pay gap = 19% ILO 2018 (All sectors, global) “Nearly three in five (59%) hiring decision makers report that a lack of investment in diversity and inclusion is a barrier or challenge their organization faces in attracting and hiring quality candidates” Glassdoor 2017
  3. 3. Get noticed | Get connected | Get ahead What I’m going to cover today • Gender gap, gender pay gap, gender leadership gap • Diversity - not just gender • How does logistics & transport perform? • Is diversity better for business? • Is there anything we can do? • Why me?
  4. 4. Get noticed | Get connected | Get ahead Wider issues: gender gap - not just pay • 88% of countries - restrictions against women in the workplace in law • 59 countries - no laws against sexual harassment in the workplace • 18 countries - women can be legally prevented from working http://bit.ly/WEF_GenderGap_2018 http://bit.ly/IMF_Lagarde_2019 Economic participation, Educational attainment, Health and survival, Political empowerment
  5. 5. Get noticed | Get connected | Get ahead -9% to +14% Wider issues: pay gaps – not just gender • And there are other gaps: age, generation, class, married status (chicken v egg?), height… http://bit.ly/RF_EthnicityPayGap_2018 http://bit.ly/TUC_DisabilityPayGap_2018 http://bit.ly/IZA_OrientationGap_2014 -19% -15% Race / ethnicity Disability Sexual orientation
  6. 6. Get noticed | Get connected | Get ahead Gender pay gap: logistics & transport • Smaller bar is ‘fairer’ • Legal requirement UK companies with 250+ employees • 2019 median of ‘median hourly pay differences’ • How is this calculated?... http://bit.ly/UKGov_GenderPayGap
  7. 7. Get noticed | Get connected | Get ahead • The reason the median gender pay gap is low in, say, storage is because the comparison is of the pay of male and female medians who both tend to be operatives: Reasons and causes http://bit.ly/ONS_PayGap_ByOcc • The UK’s Office for National Statistics has also examined the gender pay gap and studied various factors, including the difference in pay for people doing the same job: • Occupation and sector, region, business size, full versus part-time, age and tenure… • These factors only explain 36.1% of the gender pay gap £ £
  8. 8. Get noticed | Get connected | Get ahead Gender leadership gap: our sector • Also part of submission to UK government • How is this calculated? • Darker green = greater % female in top quarter of company http://bit.ly/UKGov_GenderPayGap
  9. 9. Get noticed | Get connected | Get ahead Concrete results …at your competitors! • Focused recruitment programmes - easyJet’s ‘Amy Johnson’ initiative to increase its number of women pilots - 15% of easyJet new entrant pilot were female in 2018 • Promoting both female and male role models - a recruitment microsite and proactively using social media to do this for Martin Brower’s new DC led to +6% female hire rate • Specific training for senior roles – the MD of Hull Trains was promoted to her first MD role while on FirstGroup’s Women’s Career Development Programme http://bit.ly/easyJet_GenderAction http://bit.ly/MartinBrower_GenderAction http://bit.ly/FirstGroup_GenderAction
  10. 10. Get noticed | Get connected | Get ahead Diversity: better for business • Diversity can improve innovation, decision-making, corporate governance, risk aversion, reputation, attractiveness to investors and to talent pool …but what about the hard cash? http://bit.ly/BusinessInsider_DiversityBenefits_2017 http://bit.ly/Catalyst_GenderBenefits_2011 http://bit.ly/Gallup_GenderBenefits_2014 http://bit.ly/McKinsey_DiversityBenefits_2018 Author Size of study Area of study Benefits Catalyst 524 companies (Fortune 500 = world’s largest) ≥3 women board directors in 4 out of 5 years (versus zero women directors) Return on sales +84% Return on Invested Capital +60% Return on Equity +46% Gallup >800 business units in two US companies Gender-diverse business units (versus mainly one gender) Higher average comparable revenue Retail +14% Hospitality +19% McKinsey >1000 companies in 12 countries Companies in top quartile for ethnic/cultural diversity in executive teams +33% more likely to have industry-leading profitability
  11. 11. Get noticed | Get connected | Get ahead Actions WE can ALL take • Review job titles • Avoid bias eg language in ads • Use anonymised CVs • Have diverse interview panels • Interview for competence not confidence or agreeability • Benchmark wages and roles • Formalise mentoring activities • Defined promotion and bonus evaluation • Have some relevant KPIs and metrics • Challenge everything you do that influences recruitment and retention • Women – step up, apply, ask for promotions and pay rises! • Men – be allies – make sure women’s voices are being heard • Job applicants – ask – what action is this company taking? • Senior people – challenge your team • Put your money where your mouth is http://bit.ly/GenderPayGapForFocus | http://bit.ly/CompetenceVersusConfidence http://bit.ly/BiasedReaction | http://bit.ly/CMI_GenderActions_2018
  12. 12. Get noticed | Get connected | Get ahead Kirsten Tisdale www.aricia.ltd.uk/articles.aspx www.aricia.ltd.uk/updates.aspx

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