Tim Kellett
PAYdata Blog, 23 February 2011
 

Three quarters of women believe there is still a ‘glass ceiling’ in management.
Image credit http://tinyurl.com/6htam4c

Last August, the Ministry for Equalities announced that Lord Davies of Abersoch would develop a business strategy to increase the number of women on the boards of listed UK companies.  His review is to be published in the next few days and in it, he will make proposals on what action Government and business should take to improve this issue.  A number of analysts have predicted that he will set a notional time limit of two years for UK plc to increase the number of women on their boards.

The Government has stated that it wishes to work with business leaders on this issue.  However, in recent years, attempts by the Government to encourage greater equality have generally erred towards compulsory changes to legislation, rather than self-regulation.

New research out this week from the Institute of Leadership & Management (ILM) highlights differing opinions between men and women on this issue.  It’s ‘Ambition and Gender at Work’ report has found that although three quarters of women believe there is still a ‘glass ceiling’ in management, only 38% of men agree with this.  Furthermore, just under half (47%) of women and under a quarter of men agree with using boardroom quotas to increase female representation at board and senior management level.

The ILM states that, rather than waiting for external legislation (such as boardroom quotas), employers should set voluntary targets now.  It argues that, in order to meet these targets, employers should work on their talent management policies to identify potential future leaders.

When PAYdata raises the Equality question, particularly concerning the issue of Equal Pay, the reaction is generally muted.  A lack of action in this area is usually because of the time and resources it takes already-stretched HR departments to look into the issue.  Action, such as conducting an Equal Pay Audit (or commissioning PAYdata to conduct one), has generally only occurred when the need has been compulsory.  For example, under the terms of the Gender Equality Duty (the GED).

Based on historic trends, the majority of employers will therefore probably wait for external legislation rather than voluntarily spending time/resources in the meantime.  It will therefore be interesting to read Lord Davies’ report and see what action he proposes the Government and business should take.

To find out more about PAYdata's Equal PAYaudits and how they can help your business click here

About PAYdata

Since 1995, we have grown a strong reputation as a leading source of salary data and reward expertise. To find out more about our full range of services click here.

To receive regular news & blog updates follow us on Twitter @PAYdata_ltd