I'm not convinced by quotas, but I'd certainly be in heavily in favour of:
A) total and complete pay transparency within every organisation across all sectors
B) mandatory equal pay audits for all organisations across all sectors to be verified by EHRC centrally
C) subsequent detailed plans for all areas with gaps showing clear and transparent targets for making the gaps up
D) fuller more expansive centrally funded positive action training programmes
E) a proper structure of qualified and quality assured, publicly funded support organisations to advocate on behalf of claimants
F) the tasking of either ACAS or EHRC to coordinate action on this to aim for equity by 2020
Dave
Dave Ratchford
Equality & Diversity Manager
Nottingham Trent University
005 Dryden Centre
Dryden Street Nottingham NG1 4FZ
Tel: 0115 848 2904 Fax: 0115 848 6551
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-----Original Message-----
From: HE Administrators equal opportunities list [mailto:[log in to unmask]] On Behalf Of Dennis Bartholomew
Sent: 31 August 2011 15:45
To: [log in to unmask]
Subject: gender pay gap
Colleagues
The Chartered Management Institute reported today that women managers earn £10k less than males, http://bit.ly/p99GqX. At this rate of progress, parity will be achieved sometime around 2109.
Progress towards parity is slow for glaciers move faster. Should we re-examine quotas, particularly smart quotas?
DennisB
Dennis Bartholomew | Equality and Diversity Officer | The Equality and Diversity Office The University of Reading | Tel: +44 (0) 118 378 7306 | [log in to unmask]
http://www.reading.ac.uk/internal/humanresources/equality | @DBatReading
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