roundtable ... continued from previous page
recruitment consultants by challenging them to go out and find the type of people who we should be trying to recruit for a particular role, rather than just providing us with a list of people who had replied to the advert. That way, we can target a broader range of candidates.”
Young challenge traditional approaches
Louize Clarke
The panel was positive about the energising effect of younger employees who are more likely to challenge the status quo in male dominated workplaces. Warren-Smith: “With younger people coming through, I’m seeing a resurgence in the passion for gender equality and fairness. Strong women won’t put up with the current situation.”
Fi Warren-Smith
Having career aspirations can be a bit of a middle-class advantage thought Pursey. “I work in schools and with vulnerable children in deprived areas, where people have fewer aspirations. Whereas children coming through private education generally learn to be more confident in their ability. So responsibility is also on government and education to make change happen.”
Preparing for the future of work
Karen Witton
Technology is transforming the workplace. The panel agreed it should be a key tool to enable flexible working and encourage returners back. Chapman: “We can tap into this, although there are challenges to adopting new technology. I think if you give the problem of finding creative solutions for flexible working to a diverse group then you’re more likely to see how ideas on technology can be used.”
Technology, and artificial intelligence in particular, will have a sea change on society, believed Warren-Smith. “Already, many younger people could have 20-30 different jobs during their career. Where gender fits in I don’t know, but I think women will be massive leaders of it because we are able to adapt and be more fluid with changing work patterns.”
Alice Attwood shared her perspective having recently joined the property sector. “In my experience, my ideas are taken on board and I work in an environment where I can challenge things. I work in a property planning team and there’s about a 50/50 split between men and women. However,
24
businessmag.co.uk
this is different to other departments which would love to have more women but they are not going into those jobs. Construction companies also have trouble attracting women, but there is a huge effort is being made in the industry to recruit and retain more women.”
Clarke was surprised by the seemingly entrenched attitude of some students at a recent event run by her company. “We mixed students from different schools and asked them to form into technology or business teams. Students from male-dominated schools said 'we’re doing technology, the girls will do business'. That was an eye-opener for me. Perceptions are fixed at this early stage. So there’s a lot of work to undo.”
Sherman: “It comes back to the idea of inclusion and tolerance. Do you say there’s a person – or there’s a man, or woman? You should just see a person. I really think the diverse, inclusive and tolerant options need to be emphasised so that men and women of all types are included.”
Right role, right pay
Tackling the gender pay gap is a massive task and the panel only had a little time to touch on the subject. They noted that with statutory and voluntary disclosure of pay levels, we are entering a new age. Shimmin: “We’re starting to challenge the gender pay gap, but are still a bit predisposed to deal with those who shout loudest. We are looking at how we redefine roles for women, how they can be rewarded and recognised for what you are good at. We are in the early stages at moment.”
Warren-Smith: “This is so important. We should allow people to work in their ‘flow’, doing what comes naturally, rather than saying ‘your job spec is this, this and this’. People can add more value in a role where they will shine.”
Witton: “We are putting in a process around gender pay. It’s about making sure we are paying people appropriately. Who that person is shouldn’t come into it. And if there is a reason why one person is in a lower band than a colleague in a similar role, then we test our findings to understand why. This is giving us interesting insights and will help us to change.”
Hemming: “We have to be careful about the attitude that ‘they’ll leave if we don’t pay them more’. And we also have to dispel the idea that if you
THE BUSINESS MAGAZINE – JANUARY/FEBRUARY 2018
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48
