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Gender pay gap in the UK is 16.01%

New research from William Russell revealed the countries around the world that are the most empowering countries for women to live and work – and the UK didn’t make the list.

To score countries and rank them, the team at William Russell looked at a number of factors to create the Female Empowerment Score including:

  • Gender Pay Gap
  • The proportion of women who achieve tertiary education
  • The length of paid maternity leave
  • Female representation in government

The 10 best countries for female empowerment: 

Rank Country Female Empowerment Score 
1 Iceland 7.64
2 Finland 7.62
3 Ireland 7.22
4 Belgium 7.12
5 Denmark 7.04
6 Canada 6.83
7 France 6.77
8 Norway 6.73
9 Sweden 6.67
10 Lithuania 6.64

 

  • Iceland topped the list as the most female-friendly place to live and work, with a female empowerment score of 7.64. This Nordic island nation is well known for its progressive views and welcoming culture with more than half of adult women having achieved tertiary education such as a university degree.
  • Finland took second place with a score of 7.62. Finland has achieved excellent representation for women in its government, with 50% of all ministerial positions occupied by women.
  • Ireland takes third place, with a female empowerment score of 7.22. Ireland has a relatively low gender wage gap of 7.99% and a very competitive 182 days of paid maternity leave for new mothers.

The research also revealed the following:

  • The average gender wage gap around the world is 28%, the UK is above that with 16.01%.
  • The length of paid maternity leave is different all around the world, the average is 6 days. The UK is less than half of that with 42 days, Slovakia gives the most with 238 days.
  • The % of women who achieved tertiary education in the UK (47.7%), is higher than the global average (40.7%). Israel is at the top with 88%.
  • The global average for the proportion of women in ministerial positions is 34.44%. The UK is beneath that with 23.81%, whereas Belgium comes out on top with 57.14%.

Photo courtesy of Canva.com

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Talent Solutions

42% of companies allow buying and selling holidays
According to Gallagher’s 2021 Benefits Strategy Benchmarking Survey report, companies are changing benefit policies to align with post-pandemic priorities in a bid to attract and retain talent in a very competitive market.

More than 230 UK organisations responded to the survey, and almost half (46%) plan to change their current benefits offerings with 71% planning to enhance them.

 

“The pandemic has prompted a mass shift in working habits and companies are beginning to reflect this accordingly when it comes to their benefits strategy,” said Nick Burns, CEO of Gallagher’s Employee Benefits Consulting Division in the U.K. “As the survey reveals, areas such as health and wellbeing and ensuring a family-friendly approach to benefits are increasingly viewed as central to the employee experience.”

Key trends found in the report include:

Employee health and wellbeing

Health and wellbeing continue to be a major focus as a resilient workforce will be more agile when adapting to change. That said, one-third of organisations added new benefits in this space.

  • Three quarters of organisations (76%) reported offering an Employee Assistance Programme (EAP).
  • There has been an increase in fitness-related benefits such as a discounted gym memberships (69%) in order to accommodate the different ways people have been exercising during the pandemic.
  • Annual leave has become more important to support employees’ mental wellbeing.
  • Holiday or annual leave is a statutory benefit in the UK (minimum of 20 days plus eight bank holidays for a full-time employee) and just over half of organisations (51%) have applied the same holiday entitlement to all employees.
  • The ability to buy or sell holidays (36%) is up slightly compared to last year.
  • Of those who offer flexibility, around 42% allow both buying and selling of holidays.
  • It is most common by far to allow five days to be bought or sold where trading is offered, although a few organisations allow 10 days. The highest cited response was 15 days.
  • In addition, organisations are offering different kinds of leave packages outside of family leave, including: bereavement/compassionate leave (93%), study leave (58%), volunteering leave (36%), carers’ leave (22%) day off on birthday (10%).

Equalisation and fairness of benefits

Organisations are endeavouring to provide more family-friendly benefits.

  • Accordingly, maternity and paternity pay has improved – with 88% increasing enhance pay compared to 62% two years ago.
  • Forty-one per cent of respondents offer shared paternal leave on the same basis as maternity, with paid paternity leave increasingly becoming the norm.
  • The extended duration of leave has also risen among 32% of respondent organisations, compared to just 17 per cent two years ago.
  • The adoption policy matches the maternity policy for the majority of organisations (88%).
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Talent solutions industry supports economic recovery 

The winners of the 2021 TIARA Talent Solutions Awards Europe were revealed in a glittering live ceremony attended by over 250 senior leaders of Europe’s leading Talent Solutions, RPO and MSP companies. 

The Awards evening also saw the presentation of a very special award – the first TIARA Talent Solutions Europe Lifetime Achievement Award, which recognises a leader who has made a long-term and significant contribution to the industry. This was presented to Rosaleen Blair CBE, Chair of AMS. “It is hard to understate Rosaleen’s contribution to the sector. From AMS’s relatively modest beginnings in 1996 to a global leader with over 4,500 employees, operating in 100 countries, Rosaleen has been at the helm” said Ken Brotherston, Managing Director of TALiNT Partners. 

Following the presentation of the Lifetime Achievement Award, 11 winners were crowned, with seven highly commended finalists, which highlights the high standard of the entries this year. 

“In only our second year, our Talent Solutions Awards Europe have established themselves as the pre-eminent recognition campaign in the sector and are a perfect platform to showcase the best work the sector has to offer. All of the finalists shortlisted for the TIARA Talent Solutions Awards Europe are an inspiration to the talent solutions sector, from nimble, fast moving new scale ups looking to re-imagine what is possible, to the world’s largest and most successful players delivering game changing work for their clients and a range of mid-market operators with a clear focus and high levels of agility. They all showed why they are so important in helping their clients find and keep the people they need” commented Ken Brotherston, Managing Director of TALiNT Partners. 

“The quality of entries across each category was very high, with the winners’ entries being nothing less than outstanding. This makes a TIARA Talent Solutions Award a powerful and prestigious endorsement.”  

The judging process for the Awards was designed around the varied and complex demands of employers based on key performance metrics, case studies and testimonials. The 2021 judging panel brought together some of the leading practitioners in talent acquisition from organizations such as Balfour Beatty VINCI, Rolls-Royce, NatWest, MindGym and Tetra Pak.  

“The Talent Solutions sector has shown itself to be resilient and innovative throughout the pandemic. Our finalists have shown that they can not only respond to rapidly changing client requirements, but in a way that is commercially viable for their own sustainability and long-term success. The sector has a big part to play in how we recover from the pandemic, and I am excited in what the future holds.”  

Reed Talent Solutions was crowned the overall winner and received the Talent Solutions Provider of the Year Award, having also picked up the Candidate Experience Award and the Long-Term Partnership Award – Enterprise. Judges praised Reed Talent Solutions for “excelling and having a positive impact across each key area of service delivery.      

The TIARA Talent Solutions Awards Europe 2021 campaign was supported by headline sponsor Cornerstone OnDemand and award sponsors eTeam, Sonovate, giant group, iCIMS, Parasol, Horsely Analytics and Nétive.  

The full list of Talent Solutions Award winners and highly commended finalists is as follows:   

The Best Early Career Initiative 

  • Winner – Bright Network 
  • Highly Commended – AMS 
  • Highly Commended – GTI Recruiting Solutions 

The Horsefly Employer Brand Award 

  • Winner – Hays Talent Solutions 
  • Highly Commended – Cielo 

The Parasol Candidate Experience Award 

  • Winner – Reed Talent Solutions 

The Nétive Diversity & Inclusion Award 

  • Winner – AMS 
  • Highly Commended – Bright Network 

The Cornerstone OnDemand Best Use Of Technology Award  

  • Winner – Guidant Global 

The Sonovate Best Talent Solutions Firm to Work For 

  • Winner – AMS 
  • Highly Commended – Join Talent 

The eTeam Client Service Award 

  • Winner – Lorien 
  • Highly Commended – Gattaca 

The Giant Group Best New Talent Solutions Provider 

  • Winner – Join Talent 

The iCIMS Long-Term Partnership Award – Challenger 

  • Winner – Page Outsourcing 

The iCIMS Long-Term Partnership Award – Enterprise 

  • Reed Talent Solutions 
  • Highly Commended – Gattaca 

The Talent Solutions Provider of the Year 

  • Reed Talent Solutions 
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COVID-19 restrictions are lifting, and workplaces are reopening, but recent research reveals that three-quarters of UK workers fear going back into the workplace because it poses a risk to their health and safety. David McCormack, CEO of employee benefits and outsourced payroll provider HIVE360, says employers should take a simple seven-step approach that will support effective management of the workforce’s return to work.

Seventy three percent of workers admit they fear a return to the workplace. Responsible employers need to take action to support workers and ease their worries, to ensure they feel secure and comfortable whenever in the workplace, and know they have their employer’s support and commitment to maintain a safe environment.

The foundation to this is our seven-step return-to-work action framework:

  1. Communicate: Ensure workers know it’s ok to feel anxious about the return to the workplace. Encourage them to talk about their feelings so you can reassure them and take any additional action to ease any worries.
  2. Stay in touch: Make a point of checking in with staff regularly and ask how they are coping.
  3. Be flexible: For those feeling uncomfortable about being in the office, give them the option to continue working from home some days each week. For those anxious about a busy commute to work, be open to an early or late start and finish time for the working day.
  4. Be safe: People are counting on their employers to help them get back to work safely, and by putting employee health, safety and wellbeing at the heart of the return-to-work planwill help reduce any stress or anxiety:
  • Be COVID-19 aware, safe and secure. Employers have statutory duties to provide a safe place of work as well as general legal duties of care towards anyone accessing or using the workplace
  • Carry out a risk assessment of the entire workplace and implement measures to minimise these risks
  • Create a clear policy of behaviour in the workplace and share it with all employees. Policies should include the rules on wearing facemasks, social distancing, hand washing and sanitising, with the relevant equipment available to all. Include clear instructions on what people should do if they or someone they live with feels unwell or tests positive for COVID-19.
  1. Be caring: With concerns about the effects of COVID-19 on society and the economy, mental health is a growing problem, but people continue to feel uncomfortable speaking about it. This is unlikely to change, so make time to show you are an employer that recognises and understands by introducing and communicating the tools, support and measures available to them to help address any fears. Give them access to specialist healthcare resources, information and health and wellbeing support.
  2. Encourage work/life balance: Poor work/life balance reduces productivity and can lead to stress and mental health problems, so build-in positive steps to help the workforce achieve it by encouraging sensible working hours, full lunch breaks, and getting outside for fresh air and exercise at least once a day.
  3. Tailor solutions: Show that you understand that everyone’s personal situation is different and that you will do your best to accommodate it. Remind people of their worth as an employee, and the positive attributes they bring to the team.

Added benefits

Employee health and wellbeing support and benefits are a ‘must have’ rather than a ‘nice to have’. Onboarding and career progression, reward and recognition policies, training and development, employee benefits, work/life balance initiatives, financial, mental health and wellbeing support, are all essential components of an effective employee engagement strategy. Together, they improve and maintain a positive working environment.

HIVE360 is an expert in recruitment agency PAYE outsourced payroll. Our HMRC-compliant solution guarantees a speedy, transparent service, with no nasty fees for workers. It also delivers efficiency gains from payroll, digital payslips, pensions auto-enrolment and pay documentation support.

HIVE360 goes further. Our unique, customisable employee pay, benefits and engagement app Engage is provided as a standard element of our outsourced payroll solution. It gives workers access to an extensive range of health and wellbeing benefits and employee support services, including:

  • 24/7, confidential access to mental health support, counsellors and GPs
  • Thousands of high street and online discounts
  • Huge mobile phone savings
  • Online training resourcesand access to the HIVE360Skills Academy
  • A secure digital payslips portal
  • A real-time workplace pension dashboard to support employees’ financial wellbeing.
  • An incident reporting system to ensure the safety of employees in the workplace, which allows workers to – anonymously – raise serious issues or concerns with their employer directly through the app.

HIVE360 is a GLAA (Gangmasters and Labour Abuse Authority) license holder and is championing a new model of employment administration, redefining employment and pension administration processing. Visit: www.hive360.com

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With vacancy numbers hitting all-time highs in the UK since before the pandemic hit, online talent sourcing specialist, Talent.com, has warned employers that a lack of diversity in recruitment adverts themselves could hinder hiring strategies.

The latest data from the Office for National Statistics (ONS), shows that there are more job vacancies now than before the pandemic as employers look to bolster resources as restrictions ease and business demand finally increases after more than a year of uncertainty. However, Talent.com has warned that an audit of hiring process – including job adverts and descriptions – is needed to ensure they appeal to modern-day diverse audiences.

Values and “must-haves” for job seekers have changed dramatically in the last few years with the workforce placing large emphasis on things that matter as opposed to higher pay. There is far more focus on sustainability and diversity and inclusion in the workplace and the Black Lives Matters movement has served to accelerate the much-needed evolution of hiring practices and other business policies.

Without a more diverse approach to hiring practices, businesses could see limited hiring success in the second half of 2021.

Noura Dadzie, Vice President of Sales UK and International Markets at Talent.com said: “With unemployment levels dropping as vacancy numbers rise, the war for talent is accelerating exponentially. The challenge for hiring managers now is not just to get in front of the right people before the competition, but perhaps more importantly, have the right content to push to these audiences. Job seekers are placing greater emphasis on diversity initiatives and employment culture in a post-pandemic world, but as businesses attempt to replace lost resources, too many are falling into the trap of pushing out pre-Covid ads and job descriptions that are arguably out-dated and irrelevant.

“Job seekers are more likely to apply for a position if they can easily identify with the job description and advert. If these do not reflect the diversity of the new talent landscape, employers will be on the back foot – a less-than-ideal scenario in a growing economy.”

Should you have interesting news stories to share, please send them to the Editor Debbie.walton@talintpartners.com

Photo courtesy of Canva.com

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