Pay Equity Initiatives

Equal Pay Day moved BACKWARD in 2025 to March 25th, revealing a harsh truth: transparency without enforcement doesn't create equality. 60% of job postings now include salary information—up from just 18% in 2020—yet women still earn just 85 cents to a man's dollar. Even more disturbing? The gap is widening. Of 98 countries with equal pay laws, only 35 have implemented any accountability mechanisms. We're seeing the illusion of progress without the substance. True salary transparency requires action at every level: For individuals: - Share your salary information with "trusted" colleagues - Explicitly ask for pay ranges before interviews - Document salary discussions and decisions - Normalize compensation conversations in your workplace - Research industry standards using sites like Glassdoor and Payscale For managers: - Conduct regular pay equity audits in your teams - Establish clear compensation criteria based on skills and responsibilities - Remove salary history questions from your hiring process - Advocate for transparent promotion pathways For organizations: - Implement formal pay bands with clear progression criteria - Regularly publish company-wide gender and racial pay gap data - Create accountability mechanisms for addressing inequities - Train managers on recognizing and addressing unconscious bias in compensation decisions The data is clear: companies with meaningful transparency see pay gaps narrow significantly in the first year alone. But posting a salary range isn't enough if there's no accountability behind it. Let's move beyond performative transparency toward meaningful equity. Please share this post if you think salary transparency should come with real action. Joshua Miller #SalaryTransparency #PayEquity #Workplace

Progress on gender equality is once again in the spotlight and I’d like to share with you some of the results as WGEA publishes today, for just the second time, the gender pay gaps of Australian employers with 100 or more employees. Today we have published results for some 7,800 individual employers and 1,700 corporate groups, representing the experiences of over 5.3 million Australian workers. For the first time, employees working in a subsidiary of a corporate group will be able to see their individual employer’s gender pay gap and well as the result for the whole group. And the new data on average base salary and total remuneration gender pay gaps will hopefully be a catalyst for discussion about the drivers of workplace inequality. The gender pay gap is still too wide, as women continue to be paid, on average, $28,000 less than men each year. There is evidence of progress. It’s not flashy. It’s slow. But the barriers to fair access to opportunities and outcomes is being improved through the deliberate careful action of employers. In the past year, 56% of employers have reduced their average total remuneration gender pay gap. More employers have taken the critical first steps of consulting their employees about their experiences at work and conducting a gender pay gap analysis to find out what’s driving their gap. The data that WGEA collects and publishes is helping drive real change. Now is the time to increase momentum. I invite you to read WGEA’s 2023-24 employer gender pay gaps report https://lnkd.in/g92FDT-v and to view the employer gender pay gaps on our Data Explorer: https://lnkd.in/gzfKDT5Y And I encourage executives and managers to seek out the many resources available through WGEA’s website to help you take action to end your gender pay gap – there’s everything from free masterclasses to instructional videos to help you dive into the Data Explorer. Workplace Gender Equality Agency Australia | WGEA If you haven’t already done so, test your gender equality knowledge with our quiz, as part of our campaign to increase knowledge and End the Gender Pay Gap: https://lnkd.in/gRnqksDd #endthegenderpaygap #genderequality Workplace Gender Equality Agency

A recent German study found that AI chatbots routinely told women to ask for far lower salaries than men. When asked about negotiating salary and how to get the best deal, women were encouraged to ask for tens of thousands of dollars less. Surprising? Not really as AI just reflects the data it has learnt from: factual data that shows women are paid less and in-built biases devaluing women's work. In my interview with RNZ's Anna Thomas I talk about the only way to fix AI is to get to the source: address the gender pay gap and biases within organisations. Evidence shows the fastest and easiest way to do this is through pay transparency - organisations being required to publish their pay gaps. Check out the AI research: https://lnkd.in/enrbG94q Check out the evidence about pay gap reporting: https://lnkd.in/eDYX5BjB Be part of the solution and join STILL Minding the Gap as we try to get pay gap reporting introduced in NZ: https://lnkd.in/gNK28JkN Check out my chat with Anna: https://lnkd.in/ekxvJJQd #stillmindingthegap #mindthegap #paygapreporting #paygaps #genderpaygap #ethnicpaygap #genderequality #genderequity #leadership

🤳 Our latest Mobile Gender Gap 2024 report is out! This very important annual flagship report not only informs our own work on gender at GSMA - Mobile for Development, but is often the main trusted source of yearly data on gender x digital for the many organisations also taking action to reduce the mobile #gendergap. Our own commitment at GSMA is stronger than ever and we are fortunate to work with forward-looking donor partners to tackle this issue from many angles, including 🤝 with the UK Foreign, Commonwealth and Development Office and Sida who are not only funding this research but also for instance our Connected Women Commitment Initiative through which we're working with dozens of mobile operators actively engaged in reducing their own gender gaps and who have already collectively reached 70+ million additional women since 2016 🤝 with the Bill & Melinda Gates Foundation with a strong focus in particular on the digital needs of female micro-entrepreneurs 🤝 as a member of the consortium managing the Women in the Digital Economy Fund - with CARE and GDIP -, an ambitious initiative spearheaded by USAID and the Gates Foundation 🤝 as a focus throughout our portfolio of programmes, to ensure all our partnerships, sub grants or interventions are intentional in making sure that we proactively address women's specific needs... I strongly encourage you to read the full report which is an extremely rich source of information put together by the team who I strongly commend! 📕 https://lnkd.in/e5DCnwgM If you need a teaser: In short, the gender gap in mobile internet adoption has narrowed for the first time since 2020 due to women adopting it at a faster rate than men. Women are still 15% less likely than men to use mobile internet and of the 785 million women who are still not using it, around 60% live in South Asia and Sub-Saharan Africa. The smartphone gender gap also narrowed slightly to 13% but the gender gap in overall mobile ownership remains relatively unchanged at 8%... #MobileGenderGap #DigitalInclusion #mobile #MobileInternet  #UKaid #Sida

A month ago I was with IMD #EMBAs in Japan on program about resilience, where conversations about #population_decline seem to be everywhere. The country's fertility rate has plummeted to just 1.15 (2024) children per woman, one of the lowest in the world. It’s been declining since the 1970s. But here's what's fascinating: #fertility rates had decreased in Japan much more than Sweden for the same period. Why? New research (May 2025) by Nobel laureate economist Claudia Goldin reveals something counterintuitive: the #speed of #economic_development matters more than the level of #wealth. Japan experienced explosive economic growth from the 1960-80s. Per capita income quadrupled in just two decades. But here's the catch, #social_norms couldn't keep pace with economic reality. The result? A #generational and #gender_conflict: • Women gained education and career opportunities rapidly • Men largely maintained traditional expectations about household roles • Today, Japanese women do 3+ hours more unpaid household work daily than men • In contrast, Swedish women do less than 1 hour more than men This isn't just about childcare policies or economic incentives. It's also about what happens in #private, when societies transform faster than cultural norms can adapt. Countries that developed more gradually (like those in Northern Europe) gave men and women time to #renegotiate #household_responsibilities. The result? Higher fertility rates even with high female employment. The lesson is clear: #economic_transformation without #social_transformation creates demographic challenges that are incredibly hard to reverse. These findings are especially meaningful in the #current_context when gender equity becomes a political fault line, workplace norms continue to reward availability over care, and traditional gender roles make a come back. Walking through Tokyo's quiet neighborhoods, you can feel this tension a modern economy built on traditional family structures that no longer work for the #families (and #women) themselves. Goldin reframes the #fertility_crisis as a #macroeconomic and #cultural challenge. It’s not about persuading women to have more babies, it’s about redesigning the world so they can. Worth reading the full paper in comments #Demographics #Japan #GenderEquality #EconomicDevelopment #SocialChange

How. Is. This. Still. Happening?! 😡 Today, I had a conversation that left me fuming—and not for the first time. I spoke with an incredibly talented, experienced female candidate who just discovered that a male colleague—junior to her in the industry, with half her experience, who even reports into her—was earning significantly more than her. Yes, you read that right. In 2024, we're still having these conversations. How is this still a thing? Equal Work, Equal Pay should be the norm, not a privilege. It’s not just about fairness; it’s about respect, value, and integrity. How can we expect women to stay motivated, stay innovative, stay in industries that continue to undervalue them, especially when the events industry is pretty much made up of women? It’s infuriating that despite all the progress we've supposedly made, gender pay gaps are still very real, very pervasive, and very damaging. We talk about diversity, equity, and inclusion, but how can we take those words seriously when these disparities continue to exist? So, what do we do about it? Advocate and Speak Up: If you discover you’re being underpaid, don’t stay silent. Gather your facts, know your worth, and advocate for yourself. Yes, it’s uncomfortable, but silence only perpetuates the problem. Managerial Responsibility: Managers, this is on you too. If someone on your team is being underpaid, it’s your responsibility to address it. Push for pay adjustments if you see inequities—don’t wait for your employees to bring it up. Support Each Other: We need allies in the workplace. If you’re aware of a colleague being underpaid, support them in their fight for fair compensation. The more voices, the stronger the message. If this happens to you… Don’t internalise it: This isn’t about your worth or value. It’s about systemic issues that need to be addressed. Arm Yourself with Information: Research industry benchmarks, gather evidence of your contributions, and prepare to make your case. Demand Action: Don’t just ask—demand that your organisation takes action. Whether it’s a salary adjustment or a clear path to one, make sure there’s a concrete resolution. Know When to Walk Away: If your company refuses to rectify the situation, it might be time to look elsewhere. Don’t stay where you’re undervalued. To all the companies out there: Step up. Do better. This isn’t just about keeping your employees happy; it’s about basic fairness and decency. This shouldn’t still be happening. But until it stops, we’re going to keep talking about it, calling it out, and demanding change. #EqualPay #GenderEquality #PayEquity #DiversityandInclusion #RantOver

Every year, Lean In & McKinsey release the Women in the Workplace report, and every year the headline is the same: women are still navigating uneven ground. But when I read this year’s data, something else stood out: 1. We don’t just have a representation problem. And 2. We have a trust problem. Here’s what the numbers look like through the lens of The Seven Trust Languages, the framework behind my new book Talk to Me Nice: 1. Transparency: Women still lack clear visibility into how promotions and opportunities really happen. Ambition can’t thrive in the dark. 2. Security: Burnout and job insecurity are highest among women leaders—especially Black women. When people don’t feel safe, they can’t lead. 3. Feedback: Women receive less actionable feedback and fewer stretch opportunities. That’s not a skills gap; that’s a communication gap. 4. Acknowledgment: Women remain highly motivated, yet many hesitate to pursue advancement because they don’t feel seen. Recognition fuels courage. 5. Follow-through: Only about half of companies now prioritize women’s career advancement. Good intentions without consistent action erode trust fast. 6. Sensitivity: Women with disabilities and women of color worry that identity will limit their opportunities. Sensitivity isn’t softness in leadership. 7. Demonstration: Companies say inclusion matters, but sponsorship programs, flexible work, and manager incentives tell a different story. Trust isn’t what you say, it’s what you repeat. The data tells us something important: We won’t close the gender gap until we close the trust gap. #WomenInTheWorkplace #Leadership #TrustAtWork #WorkplaceCulture #EquityInAction #FutureOfWork #InclusiveLeadership #CareerAdvancement

Prof. Claudia Goldin made history by becoming the first woman to win a solo Nobel Prize in Economics. She was recognized for her ground-breaking work on the key drivers behind gender differences in the labour market. Goldin’s work shows that although historical factors such as disparities in education have narrowed in modern times, the earnings gap between men and women remains.   One reason for this is a lack of opportunities. This is where behavioural science may be able to help by identifying implicit biases and engineering a choice architecture to help tackle them.   Acknowledging the difficulty in proving that discrimination on the basis of gender in the workforce exists, Goldin and her colleagues at Harvard University turned their attention to one occupation which attempted to combat gender-biased hiring – musicians.   Before 1980, none of the “Big 5” symphony orchestras in the U.S. contained more than 12% female musicians due to both implicit and explicit biases in the hiring process. To combat these, orchestras began implementing “blind” auditions – that is, the candidate performed behind a screen so that the committee could not identify them as male or female.   This helped a little, but less than expected until they added a carpet.   What?   It turned out that the committee could hear the click of women’s shoes as they walked on stage and even that was sufficient to bias their decisions!   Analyzing data from 11 orchestras who implemented these changes revealed some shocking statistics. By hiding the identity of the musician in the audition, there was a 50% increased likelihood of a female musician progressing to the next round of auditions.   Goldin further estimated that blind auditions accounted for about 25% of the increase in the number of female orchestra musicians from 1970 to 1996. (Other factors like training more female musicians also contributed to this growth).   So, what does this teach us? 👉 Being blind to the #gender (as well as to other things like race) can improve impartiality in #hiring 👉 Biases are persistent and creep into decision making through the smallest of gaps (e.g. no carpet!) 👉 A carefully designed choice architecture can help to mitigate hiring biases and enhance #equity in the workplace Do you know of other innovative ways organisations are changing hiring processes to be as unbiased as possible?   #DiversityAndInclusion

Friday marked Equal Pay Day, the moment in the year when women in the UK effectively stop being paid in comparison to men. Which means that today is the first Monday where, statistically, the work women do until 31st December goes unpaid. That reality comes from a 10.9% gender pay gap, based on the latest ONS data. Yes, the gap has halved over the last three decades, but progress has stalled over the past five years. We’re no longer moving forward. We’re plateauing. To clarify, this isn’t about women making “different choices.” It’s about: ✨ Bias in hiring and promotion ✨ Lack of flexible working as a default ✨ Pay secrecy ✨ Slow action on workplace equality In fact, analysts estimate that closing the gender pay gap could add £55 billion to wages and significantly boost the UK economy. We’re also entering a new era where AI and automation are reshaping the workforce. Including how we hire! Evidence already shows some AI tools are more likely to reject female candidates. If we don’t act, we risk baking inequality into the next generation of workplaces. Behind every statistic are real women who have spent years being undervalued, underpaid, or shut out of opportunities. For them, this isn’t data. It’s their livelihood, wellbeing, and future. No woman should have to fight, year after year, just to be paid fairly. #EqualPayDay #GenderPayGap #FutureOfWork #AIandEquality

🚨 From today, women in the UK are effectively working for free until the end of the year. The gender pay gap has widened again—now 11.3%, up from 10.7% last year. And for Black, minoritised, and disabled women, the disparities are even worse: → Bangladeshi women: 28.4% → Pakistani women: 25.9% →  Mixed White and Black Caribbean women: 25% Why is this still happening? The Fawcett Society highlights three key reasons: → Unequal caregiving responsibilities: Women are more likely to take part-time or insecure jobs, limiting their earning potential. →  The 'Motherhood Penalty': A lack of affordable childcare pushes many women out of well-paying careers. → Pay discrimination: Even in identical roles, nearly two-thirds of the gap remains unexplained. What can we do to help close the gap? ✔️ Make flexible working the norm for all employees ✔️ Commit to salary transparency to ensure fairness. ✔️ Advocate for flexible working for men too to challenge stereotypes and share caregiving responsibilities. #EqualPayDay #GenderPayGap