Need to know what talent management will look like in 3 years?
Trying to build robust and innovative programmes to improve your organisation’s inclusiveness? Reporting to the board on changes to be made?
Join Ann Francke, CEO of the Chartered Management Institute; Bina Mehta, Partner, KPMG; Chloe Chambraud, Gender Equality Director, Business in the Community; Emma Codd, Managing Partner for Talent, Deloitte LLP and many more looking to the future at the Women at Work: Breaking the Barriers National Conference taking place in London this June.
The unexpected increase in the gender pay gap for a significant number of companies is a red flag of unintended as well as unexpected consequences from the government’s new transparency approach to equality drivers. More is to come.
Add this to the low take up of parental leave by fathers, the continued revelations and impact of the #MeToo campaign, plus the publication of race disparity audits and you have a range of dilemmas which reveal the current toolkit of HR, company discipline, recruitment, retention, pay grading, mentoring and talent management struggling to cope.
Companies can have a good record on equality of pay but a stubborn gender pay gap. You can have programmes for unconscious bias but stubbornly low participation and promotion rates among minorities.
There is a growing realisation that we are still in the reactive phase of #MeToo, dealing with bad behaviour being called out, companies instituting tough action, suspensions and dismissals struggling to protect the reputation of the business (and the jobs of otherwise innocent employees).
The Harvey Weinstein and Kevin Spacey cases are still waiting to come to court, and in the meantime a new series of difficult questions for employers are likely to emerge.
So there is a growing recognition, even when the media go quiet, that we are only at the beginning of a generational change in attitudes, on benchmarks of equality, behaviour and fairness to which businesses need to respond to prosper.
How do you get ahead of these changes, anticipate challenges and have a corporate culture and programmes to ensure greater equality fairness and respect among your staff and customers?
In a ground breaking collaboration a wide range of leading corporate and management leaders are mapping ideas with the Fawcett Society on what the future could look like, the innovations and projects that are developing well to meet the challenges and the difficult questions still being addressed.
Need to know what the HR toolkit will look like in 3 years? Start Here.
Editorial Director, The Equality Hub