This week we are talking about the problem with chasing quick gender pay gap fixes. HR leaders often find themselves under pressure to demonstrate pay gap progress, often with little or no support. This leads to you trying to find quick fixes that make your pay gap statistics look good, but don't bring long-term change.

I share the most common quick fixes I've seen organisations choose and how they often damage organisational culture and brand reputation in the long run. 

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Best podcast quote:

“It's no good just parachuting women into a role where they're totally unprepared for it and you haven't put anything in place to support them, to ensure that they're going to thrive in that.. This is an example of another unethical move, and it's actually a move that gets everybody's back up, because it's damaging for everybody that's evolved, it's damaging for the person that's been parachuted in and it's also damaging for everyone else around them..”

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Other episodes with Michelle Gyimah you’ll enjoy:

• Stop focusing on just trying to close your gender pay gap - Episode #2 

• How employers can proactively address the gender pay gap - The Employment law and HR podcast, episode 219

• Addressing the gender pay gap, what can leaders do today? - Still Loading podcast, episode 21

 

Need 1:1 support? Book a free consultancy call: Book Michelle Gyimah