As pay gaps go, most of us have heard plenty about the shocking gender pay gap which still exists today. It has dominated the news and we have seen positive steps to address it by the way of compulsory gender pay gap reporting. But what about the ethnicity pay gaps (EPGs)?
Last month’s Hampton-Alexander Review concerning the improvement of gender balance in FTSE leadership review reports positive, if rather slowly moving, trends but indicates there is much work still to be done. In particular at the very top of organisations (there is a distinct lack of female CEOs) and ensure businesses have strong pipelines of talent to enable progress to continue. The narrative seems to be less about the glass ceiling and more about, in the words of the also recently published McKinsey and Company report “Women in the Workplace 2019”, a need to “fix the broken rung”.
Shared parental leave was introduced in 2015 for eligible birth and adoptive parent to share time off work after their child is born or placed with them, subject to various requirements. The government introduced this change to help balance the participation of men and women in family and working life.
On 9 December 2019 the Senior Managers and Certification Regime (SMCR) will be extended to FCA solo-regulated firms including many firms in the wealth and asset management sector. It has been in place for larger (dual-regulated) firms since March 2016 and, based on our experience of what has happened within these firms, we expect some significant changes for newcomers to the regime too.
On 9 December 2019 the Senior Managers and Certification Regime (SMCR) will be extended from dual regulated firms (larger financial institutions) to FCA solo-regulated firms including boutiques and many in the wealth, insurance and asset management sector. Adrian blogs on the 5 ways this may impact job hunters who are FCA regulated individuals.