allmumkind’s Diversity statement
allmumkind is committed to equality for parents who are seeking a better work-life balance through flexible working and the opportunity to continue building a successful career. We identify the desire for many women post motherhood, with a wealth of experience and skills to secure and sustain senior positions. This drives our focus in running a progressive and successful business.
Our service towards candidates will ensure we advertise and market our site through a diverse range of mediums, which do not discriminate and respect individuals. We will follow policies and regularly monitor data and update where necessary.
Our aim and continued drive is to work with companies who place diversity at the top of their recruitment and employment policies. We can support companies to hire flexibly which will enable them to benefit from;
- Achieving better retention and commitment
- Create a diverse working culture/environment
- Achieve better standards of motivation and morale
- Better understanding of different markets
- Reduce turnover and costs on repeat recruitment fees
- Although diversity is good in itself, it has been measured that it is beneficial for business
We believe that in today’s working community, organisations perform more successfully through building a diverse workforce.
A City survey identified that women in Financial Services were being paid 21% less than their male colleagues performing a similar role. This percentage converts to around £30,000 less in complete pay which includes bonuses.
With large City firms focussing on their diversity policies, the research shows that women are still behind when it comes their financial reward.
Not only does the gap need to be drastically narrowed for equality reasons but more importantly, to attract top talent regardless of gender. Retention of talent here is significant also when the economy is in such a downturn.
The Home Secretary and Equalities Minister, Theresa May enforced "gagging" clauses in contracts back in 2010 to discontinue City workers discussing their pay. Since the enforcement of this clause, there appears to be little effect.
Nearly 2000 City professionals took part in a survey which showed that overall, employees were less satisfied with their base salary. The results also showed that the pay rises were less common in comparison to 2010.
It is estimated that nearly 5,500 women are missing from Britain’s 26,000 most powerful positions. This eye opening find is according to a new report issued by the Equality and Human Rights Commission.
The report found that contributions towards equality from all sectors and occupational categories was not only “tortuously slow” but it “regularly stalls or even reverses”. The report also finds that women are better educated more than ever and are actually achieving better degree results than men. Kay Carberry, Commissioner at the EHRC goes on to say….”These women step on the career ladder and work hard, with a position at the top firmly in sight. In their early 20′s they level peg with men and we would expect them to enter the management ranks at the same rate as men. However, several years down the track a different picture emerges – one where many have disappeared from the paid workforce or remain trapped in the ‘marzipan layer’ below senior management, leaving the higher ranks to be dominated by men”.
Interestingly the findings shows a slight increase compared to 2007-2008. Increases in judiciary, senior police officers, trade union and general secretaries. These figures were actually small. A significant drop was across 10 sectors including – members of cabinet, local authority, public appointments and the health service to name a few.
A report produced by the UK’s government was this passed to the UN (CEDAW) – Convention on the Elimination of all forms of Discrimination against Women, to try and achieve gender equality and to hopefully eliminate discrimination against women.
The UK’s government Home Secretary and Minister for Women and Equality Theresa May said…”The government is committed to equality for women and despite progress over recent decades, there is still a long way to go”.
She goes on to say that “The government is taking action to tackle the inequalities that women face in all aspects of their lives. Amongst this list are plans to tackle the gender gap, more rights to flexible working and a new system of flexible parental leave. The report goes on to say that this government is determined in providing more opportunities for the next generation of women. Let’s hope they keep this agenda point firmly at the top of their list!
Their key strategy is to “Build a fairer Britain”..……I really hope so, but I think they have a very long way to go…