Investors are now scrutinising ESG S scores more than ever — and gender pay gap data and actions are playing a central role in their decision-making. In this episode, we explore how ESG reporting, social metrics, and workforce equality initiatives are influencing investment decisions and what HR and corporate leaders need to know to stay ahead.

We cover:

• How ESG S metrics, including pay gap reporting, affect investor confidence

• Why pay equity actions are becoming critical for ESG compliance

• Steps HR teams can take to improve ESG S scores through actionable initiatives

• How companies can link workforce data and social responsibility reporting to demonstrate impact

• Practical strategies for preparing HR and pay gap data for investor review

Whether you’re an HR leader, executive, or ESG professional, this episode will help you understand how pay gap actions are shaping ESG scores and, ultimately, investor decisions. Learn what investors are looking for and how to ensure your organisation meets these evolving expectations.

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Resources

Access your ESG Pay Gap Checklist

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Today I explain why publishing a pay gap report is only the beginning — not the end — of the work. I talk you through exactly what your board will want to see next: a clear narrative, a focused and costed action plan and visible leadership accountability.

Tune in to discover practical ways to present your data in a way that drives real change.

In this episode, I discuss:

• Why pay gap reporting is just the starting point, and what boards really want to know.

• How to move beyond the data with a focused and costed action plan that addresses root causes.

• The importance of visible leadership ownership, making sure this isn’t seen as just HR’s responsibility.

• Best quote

• “Boards don’t just want data; they want direction. They want to know what you’re going to do about the pay gap you’re presenting.”

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In this insightful episode, I spoke with Sarah Stanton, Chief People Officer at National Gas, to explore their journey in addressing gender and ethnicity pay gaps. Sarah shares practical strategies, challenges, and successes in fostering diversity, equity, and inclusion (DEI) within a traditionally male-dominated industry. From recruitment tactics to retention programs, this conversation uncovers the realities of driving systemic change in the workplace.

• On Recruitment: "Women tend to think, ‘If I don’t meet 90% of the criteria, I shouldn’t apply.’ We honed in on 3–4 key skills to widen the talent pool."

• On Retention: "Sponsorship is about advocacy—bringing women into the room and creating opportunities."

• On Inclusion: "Simple fixes, like redesigning PPE for women, can remove daily barriers. Men often don’t realise these challenges exist."

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• Follow Sarah Stanton on LinkedIn.

• Explore National Gas’s DEI initiatives: Diversity, Equity and Inclusion | National Gas

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In this case study episode, I shares how one of my clients successfully reduced their pay gap by 14.9% in three years.

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Quote Highlight:

"Real change happens when policies align with the company’s values, and actions back them up."

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Today we are focusing on what employers get wrong about true success when it comes to closing the pay gap.

‌Success is not just about meeting legal requirements for reporting pay gaps, or even closing your pay gap. Success should be about making positive impact, creating sustainable actions and having relevant to you success measures.

If your pay gap success is not measured by these things, then this podcast episode is for you.

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Quote Highlight

"Success in pay gap reduction isn’t just about the numbers; it's about the retention and satisfaction of diverse talent."

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Today we're discussing the biggest mistake I see organisations make in their pay gap action plans.

It's focusing on the metric of lowering your pay gap figure. It is one of the biggest misconceptions that feed into so many pay gap myths. Tune it to find out why this is a mistake and what to do instead.

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In this episode, our guest is Susan Grayson, an expert in creating inclusive workplaces, especially for women experiencing menopause.

Together we discuss:

The challenges women face in the workplace due to menopause and how this impacts the gender pay gap

How menopause is often overlooked as a factor affecting women’s career progression.

How organisations can addres these issues through supportive policies to retain talented women.

Quote Highlight:

"Employers need to understand that creating an inclusive environment goes beyond policy – it’s about understanding and support."

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 In this episode, we are pleased to have Aurélien Joly, the Communication Manager for the Equal Salary Foundation. Aurélien discusses the foundation’s work in certifying companies for equal pay.

Together we discuss:The audit process and must meet specific criteria to achieve certification

The positive impact certified companies often see after certiciation 

 The strategic importance of equal pay certification for organisational resilience, talent retention, and legal preparedness, particularly in light of evolving European regulations.

Quote Highlight:

 "It’s about being proactive so that you're not caught on the backfoot and caught out because you haven't been doing this work in advance."

You can connect with Equal Salary Foundation at the following places: 

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Today Michelle Gyimah is interviewing Sharna Matson Knight from Cadent Gas Limited. Sharna shares her experiences and insights as the Equity, Diversity, and Inclusion (EDI) Manager, discussing Cadent's gender pay gap, the initiatives they have implemented, and the journey towards creating an inclusive workplace.

In this episode we discuss:

How Cadent Gas gender pay gap has fluctuated due to organisational changes

 The importance of transparency and providing a narrative to drive change

 How employee communities and networks play a significant role in driving change and offering feedback

Why Cadent Gas voluntarily reports on their ethnicity pay gap.

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Quote Highlight:

"Addressing pay gaps proactively not only prevents legal and financial repercussions but also enhances your brand's reputation and aligns with global standards of fairness."

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Today, host Michelle Gyimah interviews Sarah Clark, the Decarbonisation Delivery Manager for Europe, Middle East & Africa and co-chair of the AXIS Network, a gender equity group supporting the energy transition in the UK.

Throughout her career, Sarah has held a variety of process engineering and project management positions in the UK and Poland, which includes design, offshore and site-based roles, as well as corporate consulting positions within O&G and military sectors. Sarah is passionate about the promotion of women in business and women in engineering and volunteers her time leading Wood's gender equality group and co-leads AXIS Network promoting gender parity. Sarah completed her Executive MBA in April 2022 and following an 18-month role working directly for the CEO and the executive team of a FTSE 250, Sarah recently joined the Decarbonisation team as the Decarbonisation Delivery Manager for Europe, Middle East and Africa.  Sarah lives outside of London with her husband and their two cats.

In this conversation we explore the challenges in attracting young talent to the energy sector and  potential impact of ethnicity pay gap reporting and the importance of creating an environment where people feel safe to disclose their data.

The episode concludes with a discussion on the immediate challenges for organisations in addressing pay gaps and the need for systemic change. Sarah encourages listeners to join the AXIS Network and participate in its initiatives to drive gender equity in the energy sector.

For more information and to sign up for the AXIS Network, visit their website (https://www.axisnetwork.co.uk/) or email [email protected]

Quote Highlight: “Emphasising the importance of senior leadership commitment to achieve impactful change, rather than viewing diversity and inclusion as solely an HR responsibility”

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