A year on, we revisit Lesley's initial reflections on the GPG

Closing the Gender Pay Gap- Lesley's speech from the second roundtable in April 2024:

Today, I’m here to share the lived experiences of women on our island regarding gender inequalities, and to highlight the importance of this crucial conversation. I understand that discussing women's equality can evoke mixed emotions. Like, yeah we’ve had the right to vote for over a century now ladies, and significant progress has been made. I think many here today would agree that our professional community in Jersey has largely moved away from consciously marginalizing women. However, there is still a need for improvement where unconscious biases and subtle cognitive shortcuts still shape decision-making, both in society and in the boardroom, as highlighted by a recent IOD publication.

According to PwC, at the current rate of progress, it will take another 45 years to close the gender pay gap. Are we truly comfortable with that prediction, especially when there is so much more we can do?

As a parent of two teenage sons and two young daughters, my hopes for them are shaped by these disparities. For my sons, I hope they feel empowered to create a balanced family dynamic without the pressure of being the sole providers, which we know can have a crippling effect on many men.  For my daughters, I dream of a world where their opportunities are not constrained by gender biases, and in the words of Taylor Swift they are – 'not having to wonder if they would get there quicker if they were a man.'

I’m keen for you to take a moment now to think about what your hopes and dreams for your children and their children in the future world of business are.

As business leaders and government representatives, we have the unique opportunity and responsibility to effect change. This discussion is not just about equality; it’s about creating a prosperous future for all. It's about defining the legacy we want to leave for the workers of tomorrow.  

So, who do we truly represent when we issue this call to action? We stand for the little girls told they can have it all, only to encounter invisible barriers and life-altering compromises. We represent the 25-year-old woman subjected to inappropriate advances at business events. We stand for the woman who sacrifices her career for childcare because her salary doesn’t cover the costs. The list continues… 

We represent the woman who wants to re-enter the workforce but is declined interviews because her experience is not recent enough.  We represent the woman finding out she is being paid less than their male counterpart. We represent the woman being penalised in her appraisals for silently going through menopause and the woman trying to re-enter the workforce but seemingly relegated to the scrap heap because of their age, now being considered unemployable. 

These stories echoed globally highlight the need for systemic change. They are also the experiences of predominantly white, middle-class women so let’s take a moment to think about the voices and stories that are not being heard today?  

By listening to these voices and acting upon their insights, our hope is that we create workplaces that are not only equitable but also more dynamic and innovative. 

There are very real factors at play when considering equality of women in the workplace which we invite you to take away today as a starting point.  

Firstly, the seniority gap.  Despite making significant strides in various fields, women are still underrepresented in senior leadership positions even though the research shows women in leadership is good for business.  If you are sitting there thinking well women are not as ambitious or don’t have the same skills, think again. This way of thinking has also been debunked. Women are hungry for success and confident in asking for what they want, it’s just not seen in the same light as men.  

Next, we must confront the motherhood penalty. Women who take time off for childbirth and childcare often face significant career setbacks. These penalties manifest in lost promotions, reduced pay, and diminished opportunities.  To rectify this, we must implement supportive policies like flexible working hours, parental leave for all genders, and childcare support. By doing so, we acknowledge the value of parenting while retaining and nurturing top talent.  

I also need to mention the ever-growing army of women who are post-menopausal and ready to set the world alight with their passions and eagerness to contribute further to our workforce.  How do we as businesses provide greater access to these women?  

Lastly, let’s also shine a light on the concept of invisible women. This term refers to the countless contributions women make that often go unrecognised and unrewarded. Women frequently undertake tasks that are essential but undervalued, such as organising events, mentoring colleagues, and emotional labour. Recognising and valuing these contributions is crucial. We need to redefine success and performance metrics to include these often invisible yet vital aspects of work.

The World economic forum states that advancing women’s employment opportunities could add $12 trillion dollars to global GDP. So think about the economic benefits your business is currently missing out on? 

Collaborating for Change:

Todays discussion was spurred on by the legislative proposal of mandatory gender pay gap reporting and I have highlighted some of the areas to be cognizant of – The seniority gap, the motherhood penalty, a readily available ageing workforce & the work of invisible women.   

But now we have your attention we are asking you to take it one step further.  What is the legacy we want to leave behind for our future community and businesses in Jersey?

As an island, we are often confronted with defending our position to be seen as major players on a global stage.  Wouldn’t anyone else like to see our island transcending from defending to trailblazing, where both our people and our businesses prosper?

Legislation alone will not close this gap and isn’t the singular answer. There are examples worldwide where some of the best policies are in place, yet uptake is poor because of cultural perceptions. 

Do we want to be remembered as the generation that perpetuated inequality because it was seen as difficult to change, or as the trailblazers who championed fairness and prosperity for all? The choice is ours. By closing the gender pay gap, we set a precedent for future generations, ensuring that they inherit a world where talent and hard work are valued equally, regardless of gender.

Let us commit to this cause with the passion and determination it deserves remembering that we are all responsible for setting our cultural tone. Together, I believe that we can create a brighter, more equitable future for everyone.