Discover and read the best of Twitter Threads about #GenderPayGap

Most recents (8)

𝗧𝗵𝗿𝗲𝗮𝗱 | 𝗘𝗰𝗼𝗻𝗼𝗺𝗶𝗰 𝗜𝗻𝗲𝗾𝘂𝗮𝗹𝗶𝘁𝘆 𝗶𝗻 𝗔𝗺𝗲𝗿𝗶𝗰𝗮 𝟮𝟬𝟭𝟵

#Wealth #Gap #Racial #GenderPayGap #IncomeInequality #EqualPay #Resist
Read 113 tweets
There has been a lot of activity since my last “round-up” tweet of 7th April [1] so I thought it would be useful to have a further round up. Once again PLEASE share widely (including colleagues off twitter) and RETWEET to raise awareness. The momentum is really picking up on this
campaign to stop punitive AA & tapering taxes destroying capacity in our NHS which of course could have a disastrous effect on patient care.

Since the last summary there has further excellent coverage in the media. There was an excellent interview by by @AndrewCastle63 at
LBC radio with FT pension legend @JosephineCumbo [2] - a consultant then rang into the show - "I love my job but paying to work extra hours is ridiculous" - this encapsulates the mood of thousands of doctors - we love our jobs and don’t want to be in this mess - we don’t even
Read 26 tweets
On the eve of #IWD2019 it is a joy to digest the groundbreaking @GlobalHlth5050 #EqualityWorks Report findings, released in #AddisAbaba earlier today

See thread below ⬇️ for summary of key findings

#GH5050 #TimesUp #BalanceforBetter
1. Gender equality. Do the Right Thing

- #Genderequality = #humanright AND prerequisite for achieving universal, sustainable social, economic & environmental progress #UHC

- Gender equality benefits everyone: men, women and gender diverse people

#GH5050 #EqualityWorks #IWD2019
2. Organisational commitment to #genderequality on the rise

- 70% (143/198) #globalhealth orgs in review publicly state commitment to gender equality in mission
- This represents improvement from 2018
- Orgs also ⬆️recognition that gender equality benefits everyone (men, trans+)
Read 10 tweets
According to the ONS, the #GenderPayGap has continued to fall this year and is now at a record low. Despite this, '#EqualPayDay 2018’ has remained at 10th November - the same date as each of the past two years. That’s the first clue there's something fishy here... (1/5)
This is because, instead of comparing median wages (the number in the middle), the Fawcett Society uses the mean (the average of all the data). This has the effect of giving more weight to the incomes of a relatively small number of high earners at the top of companies... (2/5).
That might be OK if you want to focus (say) on CEO salaries and the underrepresention of women on boards. But it is unrepresentative of the rest of the workforce, where the #GenderPayGap has already narrowed significantly, especially for women under 39 (3/5)
Read 5 tweets
#GenderPayGap To men in top positions. Just say no.
If you see a woman in your organisation falling into a role that you know is beneath her capabilities... Just say no.
If you let the most competent and innovative people in your company spend their time organising your personal calendar or making the **** tea ... it's a poor use of resources and will hold your company back.
#GenderPayGap
I don't know how many times I can explain why feminism, a movement about equality, focuses on women...
#GenderPayGap
Read 3 tweets
My second briefing on the #genderpaygap for @iealondon is out today. Download for free here: iea.org.uk/publications/t…

Summary: The government’s new pay gap reporting measures fail to provide any meaningful insight into equal or fair pay for men and women in the workplace.
Not only are the measurements useless; they are also problematic. Incentives created include hiring fewer women into junior or lower paid roles – regardless of their qualifications – to achieve the closest calculation a company can get to a 0% #paygap. iea.org.uk/publications/t…
On the one semi-informative #paygap measurement (proportion of men and women getting a bonus payment), our calculation of FTSE 100 companies to report so far shows 36 companies gave bonuses to a higher percentage of their female staff, v 31 for male staff. iea.org.uk/publications/t…
Read 4 tweets
Q: If the expert panel cannot reach agreement, what do employers understand will be the fallback position on the valuation?

A: The valuation is the responsibility of the USS Trustee (h/t @JosephineCumbo) 1/
The USS trustee board 'delegates day to day responsibility for the mgmt of the scheme to the group executive' (h/t @CathyJenkins101). The group executive comprises the following uss.co.uk/how-uss-is-run… 2/ screen shot of web link showing list of names in group executive
.@JosephineCumbo has just responded saying: "I have asked #USS what its fallback position is if the panel cannot reach agreement. Am awaiting a response."
Read 10 tweets
Good morning (again). I am calmer though the rage remains unabated. Let’s talk about coping with white supremacy+gender bias as a WoC, constant undermining of those of us tagged as ‘high achievers’ and consequent imposter syndrome. Thread 👇🏽
I am not going to repeat the TONS of data pointing to the ways women of colour are marginalised and excluded.

Go google for yourself!

These are givens so am not going to pander so don’t @ me with ypur whitesplaining and mansplaining
There are specific forms particular to publishing and higher ed, the two UK industries I know best.

And if you missed the appalling, shameful results of the report on #GenderPayGap in publishing, I suggest you go look it up
Read 39 tweets

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