Beyond the pay gap figure with Michelle Gyimah

In this short, sharp episode, I break down the five social (S) metrics red flags that are turning off investors—and what they really want to see instead. As scrutiny of workforce data, pay equity and employee experience intensifies, organisations that get ahead will secure capital, trust and competitive advantage. I cover: The changing investor landscape and why investors are asking more questions about your pay data The five red flags that make you seem like a risk not worth investing in What investors want from you to instill their trust in you The 90 day plan to turn a 'no' into a 'yes' Whether you're in HR, ESG, or investor relations, this episode will help you spot the warning signs, shape your narrative, and act fast to rebuild investor confidence in your S score. Access your ESG Pay Gap Checklist

In this episode, I explain why publishing a pay gap report is only the beginning — not the end — of the work. I talk you through exactly what your board will want to see next: a clear narrative, a focused and costed action plan and visible leadership accountability. Tune in to discover practical ways to present your data in a way that drives real change. In this episode, I cover: Why pay gap reporting is just the starting point, and what boards really want to know. How to move beyond the data with a focused and costed action plan that addresses root causes. The importance of visible leadership ownership, making sure this isn’t seen as just HR’s responsibility. 💬 Notable quote: “Boards don’t just want data; they want direction. They want to know what you’re going to do about the pay gap you’re presenting.”  4 Key Highlights [01:45] — Why boards want a clear story about your pay gap data  and what you must address to prevent panic or indifference. [07:10] — How to build a focused and costed action plan that targets the most impactful areas (and how I did this for a university client). [15:30] — What visible leadership accountability looks like across HR, DEI, Comms, and Learning & Development  and why it's vital to progress. [19:50] — Two practical ways to work with me to help you present a confident, board-ready pay gap action plan this summer. Connect & learn more LinkedIn Work with us this summer Book a call

Episode Summary In this insightful episode, Michelle Gyimah sits down with Sarah Stanton, Chief People Officer at National Gas, to explore their journey in addressing gender and ethnicity pay gaps. Sarah shares practical strategies, challenges, and successes in fostering diversity, equity, and inclusion (DEI) within a traditionally male-dominated industry. From recruitment tactics to retention programs, this conversation uncovers the realities of driving systemic change in the workplace.   What we discussed:   How National Gas tackled its gender pay gap by overhauling their recruitment strategy to reflect the modern workforce market through focusing on transferable skills rather than perfection.  How they used a combination of "stay interviews," mentorship programs, and a Women’s Development Program to address career progression barriers and boost confidence with surprising results. Why they have prioritised broader inclusivity—redesigning PPE for women, launching male allyship initiatives, and publishing early ethnicity pay gap reports (achieving 20% ethnic minority representation).  Future forecasting -find out why National Gas is expanding disability inclusion efforts and youth talent pipelines to provide systemic change.   Notable Quotes On Recruitment: "Women tend to think, ‘If I don’t meet 90% of the criteria, I shouldn’t apply.’ We honed in on 3–4 key skills to widen the talent pool." On Retention: "Sponsorship is about advocacy—bringing women into the room and creating opportunities." On Inclusion: "Simple fixes, like redesigning PPE for women, can remove daily barriers. Men often don’t realise these challenges exist."   Connect & Learn More Follow Sarah Stanton on LinkedIn. Explore National Gas’s DEI initiatives: Diversity, Equity and Inclusion | National Gas Book a call with Michelle Gyimah to discuss your pay gap challenges  

This is a special episode where Michelle is making a unique offer to mark her upcoming birthday season. Yes - we said season, it's a thing!   Budget restrictions can be a big barrier for medium sized organisations that need to address their pay gap issues. We are not here to make judgments about that because we understand that sometimes there isn't enough money to do all the things that you want.   So...until 7th November 2024 we are offering a 50% discount for fast action takers who want to review their pay gap plan so that they can know exactly what to do to improve their pay gaps over the course of the year.   Previous clients who have bought this service have said:   "I think this is the best version of our pay gap data that we've ever had..... this is the best breakdown we've ever done. We've actually drilled down, whereas before we just had high level action. So no wonder our pay gap plan never did anything."   "I liked the clarity as we need to think about what we are trying to achieve and why. And for us to know what success looks like and how are we going to measure that. That has been really useful."   If you know that you need a pay gap review to give you clarity and recommendations on what you should focus on next, simply get in touch by email at mgyimah@equalitypays.co   Tell us that you want to book a review before the deadline date and we'll schedule a date in our diaries to have an initial conversation.

Introduction: In this case study episode, Michelle shares how one organisation successfully reduced its pay gap by nearly 15% over three years.   The organisation implemented a sponsorship program where senior leaders actively sponsored high-potential women, providing them with visibility, mentorship, and opportunities for advancement.   The company revised its parental leave policies to offer equal opportunities to both parents, which resulted in a more balanced division of responsibilities and reduced biases against women in career advancement.   By maintaining transparency in their efforts and setting clear, measurable goals, the organization built trust and showed commitment to reducing the gender pay gap, which led to significant progress over three years.   Quote Highlight: "Real change happens when policies align with the company’s values, and actions back them up."   For support in addressing your pay gap issues book a free call here: _Book a cal Website: _www.equalitypays.col Michelle’s training: Solve Your Biggest Pay Gap Issue in a Day: Solve Your Biggest Pay Gap Issue in a Day LinkedIn: _https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: Beyond The Pay Gap Figure Podcast from Equality Pays

Introduction: This week our host Michelle Gyimah explores what true success looks like when it comes to closing the pay gap. ‌ Success is not just about meeting legal requirements for reporting pay gaps. It's about creating a culture where equality is ingrained in every organisational process, from recruitment to promotion. ‌ Success in pay gap reduction should be measured by long-term impacts such as employee retention, satisfaction, and the growth of diverse talent in leadership roles. ‌ Organisations need to focus on more than just reducing the numbers; they should aim for comprehensive measures that include policy changes, fostering an inclusive culture, and continuous monitoring and improvement. ‌ Quote Highlight: "Success in pay gap reduction isn’t just about the numbers; it's about the retention and satisfaction of diverse talent." ‌ Tune in next week for a special case study episode where our host Michelle Gyimah shares how one organisation successfully reduced its pay gap by nearly 15% over three years. ‌ For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co Michelle’s training: Solve Your Biggest Pay Gap Issue in a Day: https://equalitypays.mvsite.app/products/courses/view/1170224 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop:  Beyond The Pay Gap Figure Podcast from Equality Pays  

Introduction: In this episode, host Michelle Gyimah discusses common misconceptions about pay gaps and the metrics that organisations often chase without achieving real impact. ‌ Many organisations focus on metrics like the average pay gap without digging deeper into the underlying causes. Michelle emphasises that understanding the root causes—such as gender bias in promotions or unequal access to high-paying roles—is key to making real progress. ‌ Organisations should prioritise actionable steps, such as conducting regular salary audits, providing bias training for leadership, and setting measurable diversity and inclusion goals. ‌ Michelle stresses that leadership buy-in is essential for closing the pay gap. Training leaders to understand and act on pay gap issues is more effective than relying on surface-level metrics. ‌ Quote Highlight: "Chasing the wrong metrics will keep you in a loop; instead, focus on measurable actions that bring real change." ‌ Tune in next week to hear your host Michelle Gyimah reveal what true pay gap success looks like. ‌ For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co Michelle’s training: Solve Your Biggest Pay Gap Issue in a Day: https://equalitypays.mvsite.app/products/courses/view/1170224   LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop:  Beyond The Pay Gap Figure Podcast from Equality Pays  

Welcome to the Beyond the Pay Gap Figure Podcast. In this episode, our guest is Susan Grayson, an expert in creating inclusive workplaces, especially for women experiencing menopause. Susan discusses the challenges women face in the workplace due to menopause and shares insights into how organisations can become more inclusive. Susan discusses how menopause is often overlooked as a factor affecting women’s career progression. Women experiencing severe symptoms may struggle with attendance, performance, and confidence, leading to potential career setbacks. Addressing these issues through supportive policies is crucial for retaining talented women. By addressing issues related to menopause, companies can retain experienced professionals and reduce turnover, especially in male-dominated sectors. Tune in next week to hear your host Michelle Gyimah discuss common misconceptions about pay gaps and the metrics organisations often chase without achieving real impact. Quote Highlight: "Employers need to understand that creating an inclusive environment goes beyond policy – it’s about understanding and support." For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop:  Beyond The Pay Gap Figure Podcast from Equality Pays  

Introduction: Welcome to the Beyond the Pay Gap Podcast. In this episode, we are pleased to have Aurélien Joly, the Communication Manager for the Equal Salary Foundation. Aurélien discusses the foundation’s work in certifying companies for equal pay and opportunities, and shares insights into the certification process and its benefits. The certification involves a detailed salary analysis, considering factors such as education, age, gender, and job functions, to ensure fair pay practices. Companies undergo a rigorous audit process and must meet specific criteria to achieve certification. Certified companies often see increased employee satisfaction, more promotions for women, and improved employer branding. Certification also helps in risk mitigation and legal compliance. The foundation continues to support certified companies through regular audits. Aurélien emphasizes the strategic importance of equal pay certification for organisational resilience, talent retention, and legal preparedness, particularly in light of evolving European regulations. Aurélien advises the certification can help align with global standards and attract diverse talent. For more information about the Equal Salary Foundation and its services, visit [equalsalary.org](https://equalsalary.org). The website includes a list of certified companies and contact details for further inquiries. Quote Highlight: "It’s about being proactive so that you're not caught on the backfoot and caught out because you haven't been doing this work in advance." Thank you, Aurélien, for sharing valuable insights into the Equal Salary Foundation and the importance of equal pay certification. For our listeners, please check the show notes for more information and contact details. Join us in our next episode for more discussions on bridging the pay gap. For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: https://docs.google.com/forms/d/e/1FAIpQLSd4vSwbdLk5xiQ29SIkQJvAWTQbhVOANqnSwW9QVdkAQNUvkg/viewform

Introduction: In this episode of "Beyond The Pay Gap Figure," we welcome Sharna Matson Knight from Cadent Gas Limited. Sharna shares her experiences and insights as the Equity, Diversity, and Inclusion (EDI) Manager, discussing Cadent's gender pay gap, the initiatives they have implemented, and the journey towards creating an inclusive workplace. Explaining how Cadent's gender pay gap has fluctuated due to organizational changes and stresses the importance of transparency and providing a narrative to drive change. Employee communities and networks play a significant role in driving change and offering feedback. Sharna highlights the challenges of addressing the gender pay gap and the importance of understanding its underlying factors. She emphasizes the need for transparency and informed strategic decisions. Cadent voluntarily reports its ethnicity pay gap, which has positively impacted transparency and inclusion. Creating a safe culture for data disclosure remains a focus. Sharna outlines goals like attracting more women to operational roles and enhancing workforce flexibility. Learning from other organizations and utilizing AI and external expertise are key strategies. She emphasizes authenticity and honesty in communicating progress and challenges. Quote Highlight: "Addressing pay gaps proactively not only prevents legal and financial repercussions but also enhances your brand's reputation and aligns with global standards of fairness." Thank you, Sharna, for sharing your insights and experiences. Join us next time on "Beyond The Pay Gap Figure" for more discussions on addressing pay disparities. Don't forget to subscribe to catch every episode! This episode provides valuable insights into Cadent Gas Limited's journey towards gender equity and the proactive measures they have taken to address pay gaps. Sharna's emphasis on transparency, understanding the context, and the importance of inclusive initiatives offers a roadmap for other organizations aiming to tackle similar challenges. Join me next time where we will Understand Equal Pay Certification with special guest, Orly Anjali. For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: https://docs.google.com/forms/d/e/1FAIpQLSd4vSwbdLk5xiQ29SIkQJvAWTQbhVOANqnSwW9QVdkAQNUvkg/viewform

Introduction: Welcome back to this episode of "Beyond The Pay Gap Figure." This week, we discuss the most common mistakes organisations make with their pay gap plans and why they think these plans are not working. I will guide you through these common pitfalls and present a framework that I use with my clients to overcome these challenges effectively.   Key Discussion Points: Despite their efforts, many organisations find that their actions are not yielding the desired changes, especially when the focus is solely on reducing the pay gap figure. One major reason for this is that the pay gap figure is volatile, influenced by factors both within and beyond an organisation’s control, such as company culture, redundancies, mergers, and personal decisions of employees. This volatility means that focusing solely on the pay gap figure is unhelpful and can be detrimental. Moving away from strict targets allows for more meaningful work that impacts the organisation positively. The second common mistake is the lack of good insights. Organisations often focus on the wrong data. It's crucial to understand why the pay gap exists in the first place, requiring deeper, intersectional analysis of both quantitative and qualitative data. Listen to the episode to find out the other common mistakes. If you are tired of the hamster wheel of chasing a reducing pay gap figure and want a different approach, I invite you to book a call using the link below. We can discuss how we can support you in addressing your pay gaps in a way that genuinely benefits your organisation. If you found this episode useful, please share it with your colleagues and let me know your thoughts. Subscribe to ensure you don't miss future episodes. In the next episode, I will feature a special guest to share their pay gap journey, including challenges and obstacles faced and how they overcame them. If you're interested in insights that go beyond pay gap reports, tune in to next week's episode. Thank you for listening. Bye for now!   Quote Highlight: “Ultimately, it's great for you to work on your pay gap plan internally, but you do have to be clear on the effort that is required. And the effort comes in the capacity, skills, and time.”   For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: https://docs.google.com/forms/d/e/1FAIpQLSd4vSwbdLk5xiQ29SIkQJvAWTQbhVOANqnSwW9QVdkAQNUvkg/viewform  

This week we're asking should you get your pay gap data verified?  This episode covers: (03:34 - 05:12) Minimising Errors With Pay Gap Software (07:33 - 09:17) Benefits of Pay Gap Software Providers (14:10 - 14:53) Bonus tips for using pay gap software  Episode Highlights:  - Discover how verified data can minimise errors and adapt to organisational changes - Learn time-saving strategies that reinforce your commitment to fair compensation - Get an insider's guide on selecting the right pay gap consultants. ‘Own your pay gap narrative’ webinar Sign up to join us on 12th March here: Equality Pays (vipmembervault.com) Best podcast quote  "Using software is going to minimise the likelihood of mistakes... It's all about having that autonomy in terms of the skill set, but also autonomy over your own data, and that helps to increase your confidence in understanding your data." Other Episodes with Michelle Gyimah You’ll Enjoy: Will your gender pay gap get you cancelled?- Episode #1 Beyond the pay gap figure with Michelle Gyimah (pod.link) Addressing the gender pay gap, what can leaders do today? - Still Loading podcast, episode 21 How employers can proactively address the gender pay gap - The Employment law and HR podcast, episode 219   Question What are your thoughts about using pay gap software? Is it something you’d consider? Get in touch: For support in addressing your pay gap issues book a free call here: Book a cal Website: www.equalitypays.co Michelle’s training: Solve Your Biggest Pay Gap Issue in a Day: https://equalitypays.mvsite.app/products/courses/view/1170224 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: https://forms.gle/sRfwsxfr3C6QFaFn6  

This week we're talking about the top 3 mistakes I see organisations making in their gender pay gap reports.  This episode covers: (00:01) Issues in Gender Pay Gap Reporting (10:50) Improving Gender Pay Gap Reporting (12.21) Why your reports matter to women in and outside your organisation (15:36) Gender Pay Gap Insights   Episode Highlights:  - The importance of narrative in pay gap reporting.  - Transforming pay gap data into brand enhancement opportunities.  - Tips on improving workplace culture through transparent strategies. ‘Own your pay gap narrative’ webinar Sign up to join us on 12th March here: Equality Pays (vipmembervault.com) Best podcast quote  "Ten minutes ago I read their gender pay gap report and I was underwhelmed. And now I've read this EDI policy and I'm chomping at the bit to work for them. It just didn't make sense. And then I realised that what had happened and I see this happen quite often is that people feel very, very restricted around what they can talk about in the pay gap reports and how they can communicate, and it's almost like they feel like they've been put in a box" Question Do you feel restricted around what you can and can’t say in your gender pay gap reports? Why/why not? Other Episodes with Michelle Gyimah You’ll Enjoy: Will your gender pay gap get you cancelled?- Episode #1 Beyond the Pay Gap figure with Michelle Gyimah (pod.link) Rethinking what pay gap success looks like - Episode 4  - Handling the gap bot that holds companies accountable for the gender pay gap - Episode 6    Get in touch: For support in addressing your pay gap issues book a free call here: Book a call Website: www.equalitypays.co Michelle’s training: Solve Your Biggest Pay Gap Issue in a Day: https://equalitypays.mvsite.app/products/courses/view/1170224 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: https://forms.gle/sRfwsxfr3C6QFaFn6  

Listen in as Michelle talks about the Gender Pay Gap Bot, how it works, and how to use it to showcase the important work you are doing in your organisation to close your pay gaps. ‌ When the Gender Pay Gap Bot first appeared on X (then known as Twitter) back in 2021, many organisations didn’t know how to handle being put on the spot. They found their data being tweeted out and many companies felt like it was a personal attack, or a judgement. ‌ However, this information isn’t a secret. It’s there to be found online. ‌ Tune in to discover how the bot works, why it’s important, and how you can feel confident continuing to release comms on X, knowing that you’re doing the real work on your pay gaps. ‌ In this episode, Michelle shares her 3 top tips to not fall foul of the Gender Pay Gap Bot and instead, how to use your knowledge of how the bot works, along with your company pay gap data, to ensure you have a response that’s clear, well-prepared, and showcases your company at its best. ‌ Best podcast quote: "This isn't about being slick and saying the right things. But it's about being competent, in how you're going to respond to criticism. Because there's nothing wrong with somebody critiquing you over your pay gap, it's a piece of information that somebody has an opinion on, and then it's up to you to respond to that." Behind the Twitter Bot Posting the Gender Pay Gap of Brands Celebrating IWD (vice.com) ‌ For support in addressing your pay gap issues book a free call here: Book a call Connect with Michelle - Website: www.equalitypays.co Michelle’s training: Solve Your Biggest Pay Gap Issue in a Day: https://equalitypays.mvsite.app/products/courses/view/1170224 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop:  Beyond The Pay Gap Figure Podcast from Equality Pays  

You may be doing all the right things in your organisation when it comes to your pay gaps, but what do you do when it stagnates? Or even worse, widens?   Listen in as Michelle gives you her 3 top tips if your pay gap is stagnating or getting worse.   It’s easy to think that because you are reporting on your pay gap every year, and because you are taking action, that you will see your pay gap falling every year. The fact is this is usually not the case. You could be doing some really great work behind the scenes and not seeing that translated into results when it comes to your pay gap figure. None of that is a reflection on you as an organisation.   With insights from our work at Equality Pays, we shed light on the things you can concentrate on when you find yourself in this position.   In this engaging conversation, Michelle shares real-world examples from past and current clients including communications agencies, real estate companies and more, illustrating how you can turn things around – with lasting results – by following her expert guidance.   Tune in to discover Michelle’s top 3 tips for organisations when their pay gap is stagnating or getting worse, even when they seem to be doing everything to make sure this doesn’t happen.   Best podcast quote: "What are the kinds of finer details that we need to tweak and change? To do differently? What are the behaviours that need to change? What are the policies and practices that need tweaking, improving? What are the things we need to do more of or less of, in order for us to start to change that balance and to see that difference?."   For support in addressing your pay gap issues book a free call here: Book a call Connect with Michelle - Website: www.equalitypays.co Michelle’s training: Solve Your Biggest Pay Gap Issue in a Day: https://equalitypays.mvsite.app/products/courses/view/1170224 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: https://forms.gle/sRfwsxfr3C6QFaFn6

Listen in as Michelle unpacks the different ways of measuring success in the workplace, particularly when it comes to gender pay gaps. Moving beyond the often-singular focus on the gender pay gap, she explores a variety of indicators that signal progress within organisations, but often gets ignored by organisations. So much focus on addressing the gender pay gap focuses on just closing the pay gap figure, when in reality there are other measurements that are just as important (if not more important). Some of these 'alternative' success measures are often what organisations need to do more of, rather than obsessing over percentage point reductions. With insights from our work at Equality Pays, we shed light on the importance of recognising and celebrating every step forward, understanding that success is not only reflected in the pay gap figures, but also in the underlying shifts in workplace culture and opportunities. In this engaging conversation, Michelle shares real-world examples from past and current clients including communications agencies, real estate companies and more, illustrating how different tailored approaches to gender pay gap issues can lead to significant achievements. All of which have positive long lasting sustainable outcomes.  Tune in to discover how you can identify and pursue unique success measures that resonate with your organisation's specific  pay gap goals and  inclusion values.   Best podcast quote: "I'm not saying that your pay gap figure dropping is not important, it is. But what I'm saying is that it's important for you to not give it so much weight that you forget everything else in the process, because at the end of the day, the pay gap figure is simply an average of the earnings that women earn compared to men. But when you drill down into how that's come about, what you will find is that there's lots of opportunities for you to be doing lots of work behind the scenes. That's going to make your workplace more inclusive, and the side effect of that might be that your pay gap figure reduces, and that would be great if it doesn't, but then also it might not, but you're still making progress. You're still having success. You are still addressing the root causes of your pay gap in the first place." For support in addressing your pay gap issues book a free call here: Book a call Connect with Michelle - Website: www.equalitypays.co Sign up to access lots of pay gaps resources: https://equalitypays.mvsite.app/products/courses/view/1071087 LinkedIn: https://www.linkedin.com/in/michellegyimah/ Get notified first when new episodes drop: https://forms.gle/KaeY9g454fLBESGp7

Listen in as Michelle tackles the complex issue of the gender pay gap and the seductive lure of quick fixes. HR directors and others often find themselves under pressure to demonstrate progress, often with little or no support. This in turn often leads them to try and find speedy solutions that are not necessarily the best solutions. Temporary solutions like outsourcing low-paid roles or to promote women without adequate support – strategies that might offer a fleeting sense of achievement but can damage organisational culture and brand reputation in the long run. This conversation reveals the pitfalls of such shortcuts and underscores the importance of thoughtful, long-term approaches to genuinely bridge the wage divide. Best podcast quote:  “It's no good just parachuting women into a role where they're totally unprepared for it and you haven't put anything in place to support them, to ensure that they're going to thrive in that.. This is an example of another unethical move, and it's actually a move that gets everybody's back up, because it's damaging for everybody that's evolved, it's damaging for the person that's been parachuted in and it's also damaging for everyone else around them..”   In this episode, we cover:  (01:44 - 02:47) Quick wins and downsides in organisations (07:37 - 08:53) The implications of quick wins (12:30 - 13:45) The cost of chasing quick wins   For support in addressing your pay gap issues book a free call here: Book a call   Connect with Michelle - Website: www.equalitypays.co Join newsletter: Equality Pays (vipmembervault.com) LinkedIn: Michelle Gyimah | LinkedIn   Other Episodes with Michelle Gyimah You’ll Enjoy:   Stop focusing on closing your gender pay gap - Episode #2  How employers can proactively address the gender pay gap - The Employment law and HR podcast, episode 219 Addressing the gender pay gap, what can leaders do today? - Still Loading podcast, episode 21   Resources For HR and senior leadership   The difference between gender pay gap and equal pay - EHRC guidance   Work With Me: Email mgyimah@equalitypays.co for brand partnerships and business inquiries. Click here to fill in your details so you are the first to hear when the next episode drops. And as a thank you for signing up, you’ll get a free gift in your first email from us!  

This week, we're going to be talking about stopping focusing on your pay gap. Now, you might be thinking, hold up, isn't that what everybody talks about? You included, Michelle! And, yeah, you'd be right. Listen in to find out more.... If you want to book a call with Michelle, you can do so here.

In this Episode Michelle addresses the question "Will the Gender Pay Gap get you cancelled?". What is cancel culture? How does a Gender Pay gap leave you open to being cancelled?  Most importantly, what can you do to avoid this happening? Have a listen and Michelle will explain all. If you want to book a call with Michelle, you can do so here.

“One person might be raised being told, you need to go after it. You need to ask for three times what you think they're going to give you so that you're starting high and then coming down low. You have other people who say, don't ask for anything. If you ask a single question, you're just stirring problems. They're not going to like you. They're going to see you as a problem maker. You have other people who say, go do some research. And whatever number Google says, that's the number you ask for. Right. So people just don't know. And I think what can happen there is not only is there a lack of understanding, there's a lack of empathy. So somebody asks you for three times what they actually want because that's what the internet told them to do. And then the manager gets upset. How dare you? This is ridiculous. Go work somewhere else. That's more than I make all these things. And so tying it into a personal example for me, I fall into the bucket of people who I just had no concept even of what reasonable pay was, much less that I should even ask for increases. - Melanie Naranjo   Melanie Naranjo is the VP of People at Ethena, a modern compliance training provider for today’s teams. She focuses on making training that work, from harassment prevention to hiring and recruitment.With 8 years of experience in the HR and People space, she’s been interviewed by HR Brew, FastCompany, TroopHR, and more for her unique insights. A resident of New Jersey, when she is not working with people, she is recharging by either baking something sweet or taking one of her dogs (or cats) for a walk.   We discussed the impact of being children of immigrants had on our feelings and actions around earning money at work as well and navigating workplace money conversations. This episode is a great eye opener for managers who make pay related decisions as it lifts the lid on the additional challenges that some people face when attempting to hold these conversations.   In this episode you will learn:   ●       How different life experiences, assumptions impacts the likelihood and success of promotion or pay conversations ●       The unique challenges faced by those without an advocate to build up the courage to ask for a salary increase that line managers are often unaware of ●       How employers can equip managers to effectively advocate for their employees so that they make equitable pay and promotion decisions Resources: Counteracting Negotiation Biases Like Race and Gender in the Workplace Negotiating as a woman of color Other episodes you'll enjoy:   ●       Episode 7 - How women are penalised for negotiating ●       Episode 15 - CASE STUDY: Pay progression for women of colour: Fact or fiction ●       Episode 22 - When gender and race intersect in salary conversations   Connect with Melanie Naranjo  www.linkedin.com/in/melanie-naranjo Visit the Ethena website: Ethena | Compliance training for today’s teams (goethena.com)   Connect with me:   LinkedIn: Michelle Gyimah | LinkedIn Send me a message here Book a consultancy call here   Want to read the transcript? Head to Equality Pays website   Loved this episode? Leave us a review and rating