HERoes

An ethnicity pay gap exists within your organization, but are you reporting it?

The case for the existence of an ethnicity pay gap within UK businesses has been well established. While it doesn’t seem that there will be a mandate to report on the EPG any time soon, we always encourage businesses to be proactive in driving change. As the events of Summer 2020 showed us, effecting systemic change must be intentional and treated as a critical business priority, and reporting on the ethnicity pay gap is just one way to hold ourselves accountable.

Our Empower research released earlier this year shows that 47% of decision makers believe that an ethnicity pay gap does exist within their organization. That’s almost half, and respondents ranged across the breadth of the UK’s industries.

With this knowledge, we are excited to be relaunching our Ethnicity Pay Gap Framework, a tool to support businesses in their EPG reporting journey. The insights within this document have been informed by our, almost decade, of working in DEI and with the insights gained from supporting organizations to drive inclusion across all levels of their organizations.

Alongside guidance and an applicable framework for reporting, we also include recommendations for further work that your organization can be doing once an EPG is identified, providing you with the tools to effect change and drive pay equity forward within your company.

Download our free EPG framework here: https://bit.ly/3R3QB8l

Next up - our brilliant Heroes Advocate Executive Role Models!

Advocates are critical to creating tangible change within our organizations. They recognize their power and leverage their platform to enable change for others and ensure that our businesses are fair and equal.

This year's Heroes Advocate Executives are leading the charge by ensuring that women within the workplace, and beyond, are able to thrive and succeed authentically.

Please join us in congratulating our fantastic Heroes Advocate Executives 2022!

See the full list here: https://bit.ly/3qhEDgi

Earlier today we unveiled our 2022 Women Executive Role Models in business - view our page for the announcement!

We'll be celebrating our Women Future Leaders next, so do stay tuned!

We want to hear from you!

Food and choice of diet has been a crucial part of different cultures for millennia and sitting down to eat or sharing a meal, has always been an important way for humans to interact and build relationships.

This extends into business, perhaps more than ever, as we become more global and interconnected and are frequently exposed to new cultures, foods and diets. Within our businesses new employees are invited to lunch, teams bond during after-work drinks, networking takes place in front of a buffet and business deals are agreed across a restaurant table.

Given the role of food within our personal and professional lives, how does having a specific diet affect feelings of inclusion and belonging at work? And how effective are companies, managers and co-workers in making sure different dietary needs are met?

Let us know your thoughts and share your experiences by completing this short, anonymous survey: https://bit.ly/3bB5oIe

The truth is, and has always been, that the responsibility to drive change lies with those who have the power and influence to reset systems that so often hold those who are not straight, white men back from thriving.

Revisit this panel discussion where we discuss what men should be doing to drive the charge for women's inclusion in business and beyond.

Hear from Ann Cairns, Jennie Koo and Keith Barr in a panel session hosted by Audeliss' Managing Director Anja Skvortsova.

https://www.youtube.com/watch?v=pDr946HDSQU&t=3s

What should men be doing? An Audeliss and INvolve panel discussion. Following recent headlines concerning violence towards women, it’s clear that more needs to be done to ensure women across society are safe. and #...

What get's measured, get's done.

Is your organization implementing data-driven solutions?

An increasing number of organizations are leaning into collecting and reporting on data as they recognize the value and impact of implementing data-driven ED&I (Equity, Diversity & Inclusion) solutions. With accountability being one of the core themes for 2022, data plays a crucial role in ensuring that D&I strategies are robust and fit for purpose.

In INvolve People's latest piece, our Managing Director Alexandra Evreinoff breaks down data's vital role in accountability for businesses at various stages of the data collection, reporting and solution implementation journey.

Read the full article here and learn how INvolve can support your business in using data as a tool for tangible change and accountability: https://bit.ly/3CMz9PY