Ok so you’ve made it through the doors of the building and you’re sat in reception waiting to start your first job in HR, and if you’re like me, you’ll be thinking, “what the heck am I thinking?” “why have they hired me?” or “can I actually do this job?”. Thoughts to that effect were the exact ones that I had on my first day at Entertainment UK.
If you find yourself in that position, always remember that they hired you for a reason.
Wowsers what a few weeks it has been! Apologies for the quiet time, but I quickly realised that I am nearly halfway through my CIPD Level 7 Diploma and everything has started to happen at once, both in my personal and professional life. This has lead me to take some tough decisions such as not participating within my local CIPD branch as much as I’d like, I’m also not exercising as much as I’d like or reading as much as I usually do; but I’m keeping in mind how important this is to me and why all the hard will be worth it in the end.
I’m not going to lie, these past few weeks have really tested my ability to juggle everything and I needed to take some time to re-proritise my extensive list so I have set myself a deadline, to complete my Level 7 Diploma by October; that’s one research project and two exams to complete; three modules in total. I can do this!
This week’s HR Hour was all about the gender pay gap and how can HR effectively “fix” it?
It’s no secret that women are paid less than men, even when roles are consistent and irrespective of pay or skill level, the gap remains obvious. It’s important to highlight that Gender Pay Gap reporting is not just about equal pay as suggested; it presents a complex and challenging problem in which organisation figureheads shrug their shoulders and say “well how do we get around this then?”. In some cases has only emphasised the historical hurdles women have had to overcome in order to be seen equally.
Whilst Gender Pay Gap reporting is designed to highlight the difference in pay; is there anything actually being done to close the gap?