27th March 2016
Equal Pay – One of the most talked about subjects at the moment. And that’s not just amongst the HR and Reward community either, there has been widespread coverage in the mainstream media as well, with public debates between elite tennis players Andy Murray, Novak Djokovic and Serena Williams dominating headlines on both the front and back pages of many newspapers.
Such was the popularity and demand amongst the Reward community to attend Curo’s webinar on the topic that we have now held three sessions and we are currently working on updating the content to hold another webinar on Equal Pay in late April. Over 200 Reward professionals have registered to attend one of the three webinars held to date, however, for those that were unable to attend one of these we have uploaded the recording so that you can watch it at your convenience.
To watch the video, please click here and you will be asked to submit your name and e-mail address before being re-directed to the full 25-minute recording of the most recent webinar we held on March 23rd. We will use this information to include you on our mailing list so that we can keep you up to date with similar Webinars and Events that we hold and should be of interest to HR and Reward professionals. Please indicate in the relevant field if you would prefer not to be added to this mailing list.
During this webinar, Ruth Thomas, Senior Consultant and Co-founder of Curo Compensation, discusses the proposed equal pay legislation that will require companies to report on their gender pay gap. Having worked in Reward for nearly 30 years Ruth is a thought leader in the industry.
Recently she has worked closely with key stakeholders involved in this legislation and in this 25-minute webinar she explores the legislation itself, how she thinks it will impact pay equality and the implications for Reward professionals. She also briefly explains how Curo’s technology is being used by leading organisations to prepare in advance of the reporting deadline, understand reward trends across their business and start to think about how they can use the data they hold on their employees to explain pay inequalities, or how to identify these inequalities and begin to address them.