Show Notes
Should you get your pay gap data verified? Well the answer all depends on why you want to and what you hope to gain from it. Given that unverified pay gap data could ruin your credibility it may be worth getting it audited. In this episode I'll share the benfits of getting your data verified and some bonus tips on how to get the most out of your pay gap data audit. ----------------------------------------------- 'Own your pay gap narrative' webinar Sign up to join us on 12th March here: Equality Pays (vipmembervault.com)
--------------------------------------- Best podcast quote: "Using software is going to minimise the likelihood of mistakes... It's all about having that autonomy in terms of the skill set, but also autonomy over your own data, and that helps to increase your confidence in understanding your data." ----------------------------------------------- Other episodes with Michelle Gyimah you'll enjoy: Gender pay gap reporting: What poor statistics means for employers- Episode #1 Beyond the pay gap figure with Michelle Gyimah (pod.link)
Addressing the gender pay gap, what can leaders do today? - Still Loading podcast, episode 21
How employers can proactively address the gender pay gap - The Employment law and HR podcast, episode 219
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More from Pay Gap Strategies for HR Leaders
In this episode, I set out the commercial reality many UK employers are still avoiding: EU pay transparency is not a future compliance exercise only for companies in the EU. Pay has shifted from a private management decision to a public, evidence-based issue and organisations no longer control when, where, or how pay decisions are scrutinised. Even those outside of the EU. I explain why doing nothing is not neutral. Inaction hands control of the pay narrative to employees, social media, AI tools and external stakeholders. This episode is about what HR, Reward, and leadership teams stand to lose — credibility, trust, and commercial stability, if they fail to prepare for transparency at scale. In this episode, I discuss: How social media and peer comparison are eroding employer control over the pay narrative.
Investors are now scrutinising ESG S scores more than ever — and gender pay gap data and actions are playing a central role in their decision-making. In this episode, we explore how ESG reporting, social metrics, and workforce equality initiatives are influencing investment decisions and what HR and corporate leaders need to know to stay ahead. We cover: How ESG S metrics, including pay gap reporting, affect investor confidence
Today I explain why publishing a pay gap report is only the beginning — not the end — of the work. I talk you through exactly what your board will want to see next: a clear narrative, a focused and costed action plan and visible leadership accountability. Tune in to discover practical ways to present your data in a way that drives real change. In this episode, I discuss: Why pay gap reporting is just the starting point, and what boards really want to know.
In this insightful episode, I spoke with Sarah Stanton, Chief People Officer at National Gas, to explore their journey in addressing gender and ethnicity pay gaps. Sarah shares practical strategies, challenges, and successes in fostering diversity, equity, and inclusion (DEI) within a traditionally male-dominated industry. From recruitment tactics to retention programs, this conversation uncovers the realities of driving systemic change in the workplace.
In this case study episode, I shares how one of my clients successfully reduced their pay gap by 14.9% in three years. ------------------------------------ Quote Highlight: "Real change happens when policies align with the company's values, and actions back them up." ---------------------------------------- Need 1:1 support? Book a free call