2nd March 2017
Like most countries around the world, in the UK we are still struggling to address the existing gender pay gap and fair representation at board level. Despite putting in place legislation to resolve such inequality issues as far back as 45 years ago, there are currently only seven female CEOs of FTSE 100 companies and the pay gap between men and women sits at approximately 9.4% (for full-time workers).
There are a host of complex forces at play which hinder equality in the world of work, including discrimination against women who have caring responsibilities, a divided labour market and generally more men being promoted into senior roles than women.
The government recently proposed legislation on gender pay gap reporting (due to come into force in April), having already introduced shared parental leave two years ago. Whilst there are some things that only legislative changes and a sea change in attitude may cure over time, there are other shifts which can be influenced by you.
Put yourself in the driving seat
When pursuing a promotion or pay rise, ask yourself why you have earned it and consider how your employer will react to your request – after all - you are essentially asking them to increase their investment in you. Plan how you can earn your promotion. The best time to ask is during a review meeting, which is an opportunity to present your case, together with evidence which you have gathered over the year. Know your current market value and the actual contribution you make to your organisation's success. Once you are convinced, you will be best placed to convince your manager.
Sofia Syed is a Senior Associate at Mundays. For more information contact Sofia.email@example.com | 01932 590 581
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