HR Cyber Speed Networking
10 November 2021
Relationships are built through one-on-one conversations and that’s why I’m offering you the opportunity to try out speed networking with your HR peers in the cybersecurity space.
Join me and other HR professionals with an interest in how to attract, develop and retain female talent in cybersecurity. Gain insights and share experiences on what is working for you to close the gender pay gap.
Launch event: Wednesday 1 December 2021 from 4.30pm to 5.30pm.
White paper published
8 November 2021
Today sees the publication of the white paper which explores The Impact of the Hybrid Revolution on the Gender Pay Gap in Technology and what organisations can do to minimise the negative impacts of the hybrid work model on the development and retention of female talent so you continue to make progress on closing the gender pay gap.
This white paper will focus on three key areas:
- Levelling the playing field to ensure that your female talent visibly thrives in a hybrid work model.
- Pipelining senior women to encourage and support them into leadership roles so you close the gender pay gap.
- Intentionally creating an inclusive culture in the design of your hybrid work model.
I’ll also be sharing trends, insights and market analysis to identify potential opportunities so that your organisation can benefit from taking early action and make the most of the hybrid revolution.
The Impact of Hybrid Working on The Gender Pay Gap In Technology
3 September 2021
As we’re all starting to make our way back into the office after the summer, I’m hearing companies every day making announcements about their future work model and how much ‘remote’ or ‘working from home’ will be allowed going forward.
Some companies seem to be flexibly flexible whereas others are most definitely not.
Which is exactly what I predicted back in June when I started to organise my Executive Round Table on The Impact of Hybrid Working on The Gender Pay Gap In Technology.
With more of us working from home, it’s going to be challenging to maintain visibility at work.
Maybe challenging isn’t the right word, but as individuals, we’ll need to be more proactive at HOW we manage our presence in the office so that we stay visible and front of mind when it comes to interesting projects that lead to progression.
And as HR leaders we need to be more thoughtful on how we ensure there’s equal opportunity for visibility and that promotions don’t become the exclusive right of those who decide to work in the office rather than work from home.
That’s exactly why I’m bringing together a small group of HR leaders from other technology companies, including Sky, Microsoft and Sage to share insights, experiences and learnings on The Impact of Hybrid Working On The Gender Pay Gap.
To get involved in the Executive Round Table on Tuesday 5 October, email me book your place.
If this topic interests you but you can’t make the Executive Round Table, you can get a copy of the final white paper on The Impact of Hybrid Working On The Gender Pay Gap in Technology in November 2021.
Sign up HERE to join the waitlist and be one of the first to read a copy of the white paper on The Impact of Hybrid Working On The Gender Pay Gap in Technology which will be published in November 2021.
Launch of Closing The Gender Pay Gap
27 July 2021
Closing The Gender Pay Gap: the podcast for thoughtful HR leaders in technology companies who want to do more to develop and retain their female talent.
If you’ve already subscribed or listened to the show, I’d love you to leave a review – check out the exact steps to do that HERE.
Sharing tips, techniques and talent pipeline strategies to help technology companies do more to attract, develop and retain female talent to strengthen the female talent pipeline and close the gender pay gap.
From promotions to pay cheques, latest figures reveal men are still out-earning women at work in the technology sector.
While technology is seen as a trail-blazing sector, it’s lagging behind in closing the gender pay gap for women in technology. It’s a deep-rooted issue which means that there’s no overnight fix.
There are increasing demands from both shareholders and employees for a diverse and inclusive workforce. Not just because it’s good for profitability but it increases productivity and enhances your reputation as a world-class employer.
With episodes on fixing a leaky talent pipeline, fine tuning your female talent development initiatives, sharing what women in technology want from an employer and demonstrating the business case for diversity and inclusion, there is an episode for you wherever you are on your gender pay gap journey!
There are many approaches to tackle the gender pay gap including:
- Talent development programmes
- Executive coaching
- Leadership development training
- Gender neutral talent acquisition
- Talent retention initiatives
- Establishing an inclusive women’s network
- Encouraging salary negotiations
- Transparency in promotions, pay rises and reward
- Commitment to flexible working practices
Which is good news because it means there are plenty of opportunities for you to make a significant difference to diversity and inclusion for your employer.
So I want to show you how you can do more to attract, develop and retain the best female talent in technology.
Episodes are released twice a month where I share my insights on a variety of different topics and answer questions so that you know how to strengthen your female talent pipeline and close the gender pay gap.
Your next steps:
Subscribe and listen to Closing The Gender Pay Gap HERE.
How would you like your organisation to have a commanding reputation in the market for being a diverse and inclusive workplace, attracting and retaining the best female talent?
Find out what other listeners have to say and get in touch to book a free, no obligation call with me to find out how you can do more to close your gender pay gap.
Leave a review:
Check out how to leave a review for Closing The Gender Pay Gap podcast HERE.