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We have Gender Pay Gap data, so we have the beginnings of transparency. We have narratives exploring the drivers and action plans.

But what are the specific building blocks of change for leading employers? 

How do you actually attract, retain and progress gender diverse talent and close the gap? 

My Family Care’s Autumn event aims to think big but also focus on practical actions employers can take as we move towards the next GPG reporting deadline in March/April 2019.

The event takes place on Wednesday 17 October

Speakers:

Who will be bringing insights from their work as (or with) leading employers, include:

Ruth Thomas, Senior Consultant at Curo Compensation
Summarising the learning from this year’s Gender Pay Gap reporting and its implications for your next year’s report.
Ed Bowyer, Partner, Hogan Lovells
With insights into the Gender issues surfacing in his employment practice.
Carolanne Minashi, Global Head of Diversity & Inclusion, UBS
On the factors that really enable women to progress and reach the top at work.
Andrea Callender, Director, Equality, Diversity and Inclusion (EDI), Arup UKMEA
On Arup’s journey in EDI including the promotion of Shared Parental Leave.
Kaammini Chanrai, Gender Research and Policy Manager, BITC
With top line insights from their ground-breaking Equal Lives research project.
Dr. Sarah Forbes & Dr. Holly Birkett, University of Birmingham Business School

With headlines from their important new research into factors that block or enable shared parental leave.

The Think-Tank will be chaired by: 

Jennifer Liston-Smith, Director, Head of Coaching & Consultancy, My Family Care

About the Think-Tank:
The UK has one of the biggest gender pay gaps in Europe as well as a growing skills shortage. Research shows 92% of people would use gender pay gap information when looking for a job and half of female employees would favour an organisation with a smaller gap (Business In The Community, 2015).

Meanwhile, employees’ expectations of work-life fit are changing radically, while career options lag. There are many issues at play, but one fact is that men’s and women’s opportunities and salaries diverge from the childbearing years. This “motherhood penalty” is often followed by the “good-daughter penalty”, when elderly parents require care
and daughters are currently more likely to shoulder care responsibilities than sons.

According to the Office for National Statistics, the median gender pay gap is only 2% among full-time workers in their 30s, yet jumps to 14% in their 40s and 16% in their 50s.
Making it easier for Women and Men to work and raise children or care for dependants is a huge part of levelling the playing field.

Come together to debate best practice with peers from other leading organisations and hear from experts what top employers have identified as the main action areas.
The thought leadership shared will help you benchmark your current practice and gain practical ideas you can put to use.

Part of the event will be a structured roundtable discussion and Q&A session, encouraging attendees to apply the learning to their immediate situation

Agenda:
08.30 – 09.00              Breakfast and coffee
09.00 – 09.10               Hogan Lovells / MFC introduction and overview of the session
09.10 – 10.10              Speaker input: What are the real building blocks to close the gap and make working lives work for employers and employees?
10.10 – 10.35               Interactive discussion, polls & exchange of experience facilitated around tables 
10.35 – 11.00               Q&A and discussions with Speaker Panel

11.00 – 11.30               Coffee and Networking

 

You can register for the event via My Family Care’s EventBrite page

My Family Care

My Family Care