Inclusion and diversity in the communications profession Tag

By Charlotte Butler, Managing Director, Altogether Different True story A couple of years ago I heard a tale of bias so stark, so unbelievable, it almost made me spit my tea across the room with laughter. The story goes like this. The year was 2016, an accountancy firm sent their client, a team at a bank, a thank you present at the end of the year. The men received blue boxes, the women, pink. Each pink box revealed a bottle of wine and those women who drank wine were delighted. But wait! What had been sent to each of the men? That’s right – three bottles of wine! The gender pay gap played out in seasonal gift booze. A clerical error was suspected, but further investigation revealed that no, this was the intended gift. The thinking? ‘Men drink more than women’. An awkward afternoon in the bank ensued. A comedic example, but...

by Steve Marinker, Head of Corporate at Powerscourt Five tips for getting it right The deadline for submitting Gender Pay Gap data is just four weeks away, but according to the Financial Times only one in six companies had uploaded its data to the Government portal by last weekend, meaning there is likely to be an almighty last-minute scramble. Plans for communicating Gender Pay Gap data are likely to be well advanced, but Powerscourt has prepared this short primer to help businesses fine tune, or at least sense-check, their thinking. 1. Gender Balance The revelation that female BBC news presenters are paid less than their male counterparts has routinely, but wrongly, been described as an example of the Gender Pay Gap. Most companies that have reported so far have been at pains to point out that the Gender Pay Gap has nothing to do with equal pay, but that hasn’t stopped the two terms being conflated. By...

Is the corporate communication profession doing enough to encourage inclusion and diversity? This was the title of an event it was our privilege to host last week. Numerous studies, such as this one from the Harvard Business Review show how companies with employees from diverse age groups, ethnic and social backgrounds, physical abilities, gender and sexual orientation are more likely to outperform their industry competitors. They are more likely to be able to anticipate trends, adapt to change and innovate. Yet we know that many of our clients struggle to replicate the diversity of the population within their organisations. We recognise that we at Comms Leaders have a part to play as gatekeepers for talent within the communications profession. So we brought together a panel of experts to discuss the issues and provide us with examples of good diversity and inclusion in their workplaces. Our panellists were: Charlotte Butler, Founder of Altogether Different, our chair ...

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