Bright Horizons’ Post

151 years to close the gender pay gap?! We simply do not have that much time, nor should we tolerate that rate of 'progress'. I encourage you to discuss in your organization what initiatives could support women employees. Here are a few ideas to get you started: 👉 Tailored physical health support and follow-ups 👉 Maternity leave and postpartum care 👉 Mental health support 👉 And much more!

The increasing mandate for a blanket return to the office makes me 😡 I’m staggered by the number of clients and candidates alike, being told to RTO for most of the week. The time implications alone pose a significant threat to diversity hiring and retention. Last year, a quarter of a million mothers had to step away from their jobs due to the struggles of balancing work and childcare. The exodus of working parents, predominantly women, creates opportunities for those without caregiving responsibilities, predominantly men, to surge ahead in their careers. It's little wonder that female representation drops to 23% at the VP level. 📉 At this rate (according to The Fawcett Society), unless we make flexible working the default, the gender pay gap won't close until the year 2051!!! Ethical implications aside, the correlation between diversity and bottom line is well documented. Increased flexibility = increased diversity = increased profits Why create conditions that foster the inverse!?🤔 #FlexibleWorking #DiversityMatters #InclusionForAll #WorkplaceEquality #GenderPayGap #LeadershipDiversity #ReturntotheOffice #HybridWorking Further reading in comments 📚

Determined to drive and develop diversity in 2024? Here's a sneak peak at some of the candid insights and important guidance you can expect to find in our upcoming What Women Want Report 👇 Full report released in January 2024, so keep an eye out 👀 https://hubs.li/Q02bJV130 #WorkplacePolicies #WhatWomenWant2024 #WhatWomenWantReport #WORK180 #HR #DEI #DiversityEquityInclusion #HRguidance #HRnews #Diversity #Equity #Inclusion #DEI #DEInews #TalentAcquisition #TANews #WorkplaceReport #WorkplaceNews #Data #GenderEquality #GenderEquity #Equality #WorkplaceNews

It's time to empower your career with informed choices. We make it easy to compare employer policies, benefits, and initiatives, ensuring transparency for you to make choices aligned with your needs and values. But we don't stop there – we also work with employers to help them improve their workplace practices to better support women. By being part of the WORK180 community, you're helping to create a more inclusive and equitable workforce! Explore today: https://hubs.li/Q02mY0930 #GenderPayGap #EqualPay #PayEquality #EqualityMatters #BreakTheBarriers #WomenEmpowerment #StandUpForChange #FairWages #EqualOpportunity #GenderEquality #WORK180 #DreamJob #CareerGoals #JobInterview #JobApplication #JobTips #JobSeeking #JobHunter #JobAlert #JobSeekerLife #JobHunter #JobSearchStrategies

I am asking how do we Inspire inclusion in the workplace beyond the option to work from home? It is time to look at benefits and allowances that aids inclusion? What about maternity leave practices dies it need more flexibility? Women shouldn't have to lose their jobs after maternity or choose between their career and family! What are your thoughts? What does Inspire inclusion even mean? Do share your comments, suggestions and ideas. #internationalwomensday2024 #internationalwomensday #inclusion #hr #hrmanagers #hrmanager #hrdirectors #hrdirector #hrconsultants #hradvice

Since the COVID-19 pandemic, women have made their voices heard about how their roles differ from their male counterparts in the workplace; however, the topic of conversation has moved past the pay equality gap and has ventured into subjects such as menopausal and hormonal influences, and the influence their familial role has on their workday. There is a never-ending competition over women’s time, with constant battles between work priorities, duties at home, and the increasing need for family caregiving support.  Learn more on how to support women in the workplace. https://bit.ly/3XyMaJo #PowerThroughPartnership

This month we've seen three new pieces of legislation come into force designed to help working carers, including the introduction of carer's leave, changes to how fathers can take paternity leave, and the ability to request flexible working from day one of employment. Our #WhoCares research with Ipsos UK found that 44% of UK working adults have some type of caring responsibility, and that nearly six out of ten women (58%) say their caring responsibilities have stopped them applying for promotion or a new job. With nearly half of UK working adults having caring responsibilities, it is in businesses' interest to make balancing work and care easier. The new legislation changes are a start, but we still have a long way to go. We want employers to work together to build a culture where caring is seen as the norm, not the exception. Our 'Who Cares?' campaign calls on employers and policy-makers to transform the way they think about combining paid work and care. Find out more: https://lnkd.in/e_igTk7R

Read our article, 'A wake up call to employers: gender equity is losing ground,' published in Personnel Today to discover the challenges faced by over 3,000 randomly-selected working parents, and what businesses should be doing to improve support and avoid talent loss. Read more here: https://lnkd.in/ebhw-Y2s #BrightHorizonsUK #HR #HRCommunity

The Gender Pay Gap is still existing? There was no improvement last year? Not with us! I wanted share how DPM is breaking barriers and fostering equality in the workplace! Last week's revelation about the gender pay gap in Germany made me think again. Sure there are many reasons and challenges faced by many women, from part-time traps to hurdles returning after parental leave. Already when we founded DPM we decided to be different here and to pave the way as much as possible. 🌐 We've eliminated the gender pay gap through transparency. Our salaries, based on levels, ensure that both men and women earn equally for the same job they are doing. 👩💼 Our commitment to diversity in leadership is reflected in having even more female than male leaders in our compnay. How did we achieve this? By embracing flexibility in working hours and locations, and offering part-time management roles. As a mother, I emphasize the importance of these measures. 👨👩👧👦 Beyond the workplace, we support parents with childcare allowances, flexible scheduling, and a deep understanding of the delicate balance between family and work. Cultivating a culture of trust is key to creating this harmonious blend. 🌟 At DPM, we're continually exploring ways to integrate career and family life, shaping a workplace where both thrive. Our commitment extends beyond business—my partner and I lead by example in our personal lives, sharing equal responsibilities in caregiving and demonstrating success in both our professional and family spheres. 🌍 It begins with treating everyone equally. As entrepreneurs, we also need to take our role in addressing this challenge. How are you tackling it? Let's inspire change together! 💪🤝 #GenderEquality #InclusiveWorkplace #DPMSuccess #InspireChange #EqualityMatters