Podcasts about gender pay

It was the last day of school in Parliament yesterday. It happens after MPs sit through urgency, they get restless, excitable, a bit crazy. They were shouting, interrupting, it was a bit chaotic - even Gerry Brownlee finished question time saying this has not been our finest hour. Opposition MPs, particularly women, were up in arms and incensed over the Pay Equity bill for the second day in a row. The question for National is whether this outrage in Parliament will translate to outrage at the ballot box. 33 claims cancelled and must start again. Sure, there's a new legal framework set up with high thresholds for pay equity claims. But Labour is doing it's darndest to create the impression there's not. That this is the end of the road for low-paid workers of the fairer sex. Dutton was emasculated at the polls last Saturday in part because he wasn't well liked by women. The red landslide swept his heartland, handed Albo the win, and cost him his unfortunately named seat of Dickson. In Brisbane's Northern suburbs and across Queensland new residents, young voters, and women broke for Albo. It was a big part in Dutton's down trou. So, the question for National is whether it's just created a problem for 2026? Will women voters give Luxon a swift kick in the gonads next year? The bill creates a risk of them doing so. To counter that you've got the sell the changes. Right now, in the fog of war, they're not getting cut through. The critics, the Jan Tinetti's, are winning the PR war at present. When the dust settles, they need to explain, with specific examples, which of those 33 deals in the pipeline or deals done thus far were bad or rotten and why. Why is it important we save billions? What's it good for? This is not to say all women vote the same or even together in a bloc. Life's not one big sisterhood of the travelling pants. Every woman is different and doesn't necessarily vote on their gender. After all, women didn't show up for Kamala last November, even though MSNBC was basically saying Trump removed your womb. Women ditched Labour after Jacinda left the building and the Nats picked them up. The pay equity bill is a risk to that support, a bit of a gamble - not one that can't be overcome, but you've got to sell your story. See omnystudio.com/listener for privacy information.

The Government is being criticised for their use of urgency to pass legislation. A law to lift the threshold for gender-discrimination pay equity claims and extinguish claims under way is likely to pass today, after only being announced yesterday. The Government's said it could save the taxpayer billions of dollars. Taxpayers Union Policy and Public Affairs Manager James Ross told Kerre Woodham that urgency has a place, but it should be an emergency button as opposed to something in the government's standard toolbox. He believes the reason urgency is being used in this case is because they don't want this in the media for too long, as it's a difficult conversation to be having. LISTEN ABOVE See omnystudio.com/listener for privacy information.

Today, we take a look at a report that breaks down the gender pay gap in Erie County as we welcome Karen King, Executive Director of the Erie County Commission on the Status of Women, and two members of Cornell University's Industrial and Labor Relations Buffalo Co-Lab.

Earlier this week, the Workplace Gender Equality Agency (WGEA) released its second annual breakdown of gender pay gaps in large Australian businesses. Here, Lawyers Weekly dives into the law firm data and what it says about where the profession is at in tackling salary inequity. In this episode of The Lawyers Weekly Show, host Jerome Doraisamy speaks with Lawyers Weekly senior reporter Naomi Neilson to discuss the brand's coverage of the WGEA data release, the key takeaways pertaining to BigLaw firms in Australia, the broad differences in performance between firms, and how the legal profession is faring relative to other sectors. Doraisamy and Neilson also discuss flaws in the WGEA methodology as it pertains to the inclusion of partnership salaries, how individual practitioners can and may interpret the latest data, why the profession must remember that achieving pay parity is a long-term project, overcoming self- and societal stigmas, and why Lawyers Weekly will be keeping a close eye on future senior appointments in firms, and how those firms respond to the global pushback against diversity, equity, and inclusion (DEI) initiatives. If you like this episode, show your support by  rating us or leaving a review on Apple Podcasts (The Lawyers Weekly Show) and by following Lawyers Weekly on social media: Facebook, Twitter and LinkedIn. If you have any questions about what you heard today, any topics of interest you have in mind, or if you'd like to lend your voice to the show, email editor@lawyersweekly.com.au for more insights!

It's gender pay gap day, with the Workplace Gender Equality Agency (WGEA) has revealed the total remuneration pay gaps at more than 9000 employers. Just in time for International Women's Day.So, what do you need to know about the data, and are we seeing progress? WGEA CEO Mary Wooldridge joins the conversation to share why, despite some pretty dramatic gaps at certain employers, we may start to see some positive progress in the coming year. Mary also dismantles some common myths about gender pay gaps and what they tell us about workplace gender inequality. You can check out much more from the data on Women's Agenda now, including more on some of the massive gaps in women-dominated industries like healthcare and retail. And go learn more about direct employers you're interested via WGEA's data tools. Hosted on Acast. See acast.com/privacy for more information.

ICYMI: Hour Two of ‘Later, with Mo'Kelly' Presents – Thoughts on fans of the ‘Wicked' film committing acts of piracy by filming and posting their favorite scenes on social media AND why Disney agreed to a $43.3 million settlement to resolve “an alleged gender pay discrimination lawsuit” … PLUS – A look at singer Justin Bieber's alleged financial struggles and why they may force him to return to touring - on KFI AM 640…Live everywhere on the iHeartRadio app

You have woken up to the news that New Zealand businesses can now take meaningful action to drive down the gender pay gap. You need no longer wait for governments to legislate – the power is in your hands. The launch of an online calculator to help do so was announced yesterday by the Minister for Women, Nicola Gregg. The previous Labour government announced plans last year before the election to require public and private companies with more than 250 workers to publish a gender pay gap report. Earlier in the year, Acting Minister for Women Louise Upston said the Government was committed to addressing inequity in the workplace, but she said “we do not want to overburden businesses with unnecessary costs and regulations. So the Gender Pay Gap Toolkit was set up by working with businesses and organisations like Spark, ANZ, Tonkin + Taylor, to make sure it's user friendly and has a common methodology. It was also shaped and road tested, apparently, by many other organisations across the country, including Transpower, the Port of Auckland, Champions for Change, and Global Women. Although the pay gap has reduced steadily from 16.3% in 1998, its stuck at around 9 to 10% for the past decade, except for 2015/2016 when it hit 12%. So, it's come down a bit and now it's stabilised. My colleague Heather du Plessis-Allan had a hot take on why the gap remained stubbornly in place, which she shared with her audience last night. It's up to women, she says, not employers to fix the gender pay gap: “Here's my tip if you are a woman and you don't want to have a gender pay. Don't take maternity leave. Make the baby's father take the paternity leave and don't always be the one to stay home with the kids when the kids are sick, make the father stay at home with the kids when the kids are sick, because I think that is now part of our problem. We are literally, as women, a more unreliable workforce than men, because think about this: I mean this is brutal, but it's true, right? If you've got an equally qualified man and woman standing in front of you, let's say early 30s, married, but haven't had babies, are you going to hire the lady? Because I don't know about that. “I'd look at the lady and go oh, she hasn't had babies yet, so now she can have babies, now she's going to want take a year off for every single baby. Now, when the babies sick, got a bit of a cough, the woman's going stay at home. She's unreliable. The guy is more reliable. Guy gets the job. Right. I know that this is hard, and I know we want it all in the modern age, right. We want heaps of money, we want all the big jobs, and we also want to be the ones who stay at home and raise the babies when they come out. But life is tough, and choices are tough, and I suspect women are going to have to start helping themselves a little bit here by getting the dads to do the heavy lifting too, instead of just complaining that life ain't fair.” So she has a point. If you are going to take a couple of years out of the workforce to be the primary caregiver and you're female, then you're going to have missed work opportunities, missed promotion opportunities, and that's just the way it is. If you're not around for two years, your employer can't gauge just how effective you are, how good at working you are. At the same time, we all know the first three years of a child's life are vitally important. Every single child psychologist will tell you that. If you're given $100,000 to put towards your child's education, stay at home for the first three years or employ a primary caregiver to do the same. It just has to be a person who can talk to the baby, speak to the baby, take it out, stimulate it, and it has to be a kind of one-on-one relationship. A best practice according to child psychologists. Not always able to do that, we all just muddle along the best we can. I was back at work when my daughter was six weeks old. I hired a nurse, a young trainee, a graduate nurse to look after her. Not ideal, but needs must. The money had to come in somehow. I tried to keep breastfeeding that first year and managed to do so pretty much, but it was a struggle. If you want to have children and many couples do, I think it's a lot easier these days to share the load. I mean, we've had a child sick at home and their parents have divided the time. Dad stayed home three days because he can work from home. Mum has stayed home the last two days to give him the best possible chance of recovery and to allow everybody to get the most important parts of their job done on the days they really have to go into the office. They've had to juggle it between them. It's not expected that the mum has to give up five days of working in the office to stay at home. I just don't think there is that expectation among young parents. I think there really should be a shared responsibility between men and women. Perhaps the mother has the first six months off, then the father has six months off, so that when you do have a man and a woman applying for a job, they're both 32, they both have the same level of qualifications for whatever job they're applying for, then an employer can look at them both and go. I know that at some point, if they want children, I'm going to lose that person for six months, be it the man, be it the woman. If there is an expectation that the man will take time off too, an expectation from within the family, from within the community, from within the workforce, that men are just as likely to take six months off as women are, that kind of evens the playing field. So I think Heather had a point: it's not always going to be possible for a woman to give birth and then skip back to work the next day, leaving the man literally to pick up the baby. But I think if there is an expectation that it will be equally shared between men and women, it will help level up the playing field. See omnystudio.com/listener for privacy information.

The average Australian woman is paid less than the average Australian man. Here's how much longer she needs to work to catch up. Listen to SBS Sinhala podcast for more information. - ඔස්ට්‍රේලියාව පුරා සැලකිව යුතු මට්ටමේ ස්ත්‍රී පුරුෂ වැටුප් පරතරයක් පවතින බව වාර්තා වනවා. මේ අනුව සාමාන්‍යයෙන් කාන්තාවකට පිරිමියකු උපයන වාර්ෂික වැටුප් සාමාන්‍යය ඉපයීමට අමතර දින 50ක් වැඩ කලයුතු බව සොයාගෙන තිබෙනවා.

In this episode, Sophie Warwick joins the Clocking Out podcast. Sophie Warwick is Co-Founder of the Thoughtful Co, a consultancy that supports women in negotiating their compensation, and advises employers on improving gender equity in the workplace. She specializes in developing in-house gender equity policies and chairing Employee Resource Groups, helping employers become more sustainable, profitable, and innovative.Sophie has a Masters of Structural and Earthquake Engineering from the University of British Columbia. She practiced structural engineering consulting in the residential sector for over 7 years where she saw firsthand the challenges employers face recruiting and retaining women in male dominated environments. She is passionate about approaching gender equity in an intentional and strategic manner by providing a clear and concise list of actionable items to empower employers to start making positive change today. At The Thoughtful Co, she has supported clients in the public sector, engineering firms, construction companies, technology companies, and more.Sophie has a long history of dedication to building more inclusive and equitable environments for women. In 2018, she Co-Founded Women in Consulting Engineering (WCE) Vancouver, a non-profit community devoted to supporting and empowering women in engineering and increasing gender diversity and inclusion in the consulting industry. Listen as Sophie shares her background, career path, and pivotal “clocking out” moments. Connect with Sophie on LinkedIn: https://www.linkedin.com/in/sophieewarwick/Visit https://www.thethoughtfulco.net/Follow The Thoughtful Co.Instagram: https://www.instagram.com/thethoughtful.co/LinkedIn: https://www.linkedin.com/company/the-thoughtful-co/Follow Careerminds: LinkedIn: https://www.linkedin.com/company/careermindsInstagram: https://www.instagram.com/careerminds/Facebook: https://www.facebook.com/CareermindsYoutube: https://www.youtube.com/@CareermindsVisit Raymond's website: https://www.raymondlee.co/Order Clocking Out: A Stress-Free Guide to Career Transitions: https://www.amazon.com/Clocking-Out-Stress-Free-Career-Transitions/dp/1586446541 Follow Raymond: LinkedIn: https://www.linkedin.com/in/raymondmlee/Instagram: https://www.instagram.com/raymondlee.coTiktok: https://www.tiktok.com/@clockingoutpodX: http://twitter.com/hrentrepreneurYoutube: https://www.youtube.com/@clockingoutwithraymondlee/videosBecome a guest on Clocking Out: https://docs.google.com/forms/d/e/1FAIpQLSeSTQmww_Gvld1zfLzTmS16PDfZvltFna7Gh6iSYehL-maUvA/viewform

Today, please welcome Jillian Climie to the Clocking Out podcast. Jillian Climie is Co-Founder of The Thoughtful Co, a consultancy that supports women in negotiating their compensation, and advises employers on improving gender equity in the workplace. She specializes in supporting women in getting paid what they deserve, with her clients on average achieving a +25% increase in their compensation package. She works with women across Canada, the US and the UK to negotiate at companies including Uber, Goldman Sachs, Oracle, Sephora and IBM.Jillian attended Ivey Business School and has spent her career advising and leading teams in executive compensation and corporate governance, both as a consultant, and in-house at two global retailers. Most recently at Lululemon, she led the global equity and executive compensation programs. After taking a pause, she realized she wanted more of three things in her professional life: thoroughness, passion and freedom. She Co-Founded The Thoughtful Co. so she can leverage her technical experience to empower women to get paid what they deserve and employers to build inclusive workplaces.Jillian was named a 2022 Emerging Leader by The Peak, and was a 2024 Women of Influence Nominee and 2023 Inspirational Leader of the Year Nominee.Listen as Jillian shares her background, career path, and pivotal “clocking out” moments. Connect with Jillian on LinkedIn: https://www.linkedin.com/in/jillianclimie/Visit https://www.thethoughtfulco.net/Follow The Thoughtful Co.Instagram: https://www.instagram.com/thethoughtful.co/LinkedIn: https://www.linkedin.com/company/the-thoughtful-co/Follow Careerminds: LinkedIn: https://www.linkedin.com/company/careermindsInstagram: https://www.instagram.com/careerminds/Facebook: https://www.facebook.com/CareermindsYoutube: https://www.youtube.com/@CareermindsVisit Raymond's website: https://www.raymondlee.co/Order Clocking Out: A Stress-Free Guide to Career Transitions: https://www.amazon.com/Clocking-Out-Stress-Free-Career-Transitions/dp/1586446541 Follow Raymond: LinkedIn: https://www.linkedin.com/in/raymondmlee/Instagram: https://www.instagram.com/raymondlee.coTiktok: https://www.tiktok.com/@clockingoutpodX: http://twitter.com/hrentrepreneurYoutube: https://www.youtube.com/@clockingoutwithraymondlee/videosBecome a guest on Clocking Out: https://docs.google.com/forms/d/e/1FAIpQLSeSTQmww_Gvld1zfLzTmS16PDfZvltFna7Gh6iSYehL-maUvA/viewform

There's a new approach to tackle New Zealand's stubborn gender pay gap.   Acting Minister for Women Louise Upston's announced a new tool businesses can voluntarily use to calculate the divide.  It replaces plans from the previous Government to make reporting mandatory.   The national pay gap is 8.6% and has typically sat around 9-10% for the past decade.    Business leader Dame Theresa Gattung told Mike Hosking that unconscious bias plays a significant role in why it exists.   She says a good chunk of the pay gap is unexplained, and doesn't just relate to women taking time out of the workforce to have children, for example.  LISTEN ABOVE See omnystudio.com/listener for privacy information.

Kate Hawkesby and Tim Wilson joined Mike Hosking once again to Wrap the Week that was.  On today's agenda was the gender pay gap, the Tom Phillips situation, and Kate finally got her chance to call out Mike's behaviour from the week.  LISTEN ABOVE See omnystudio.com/listener for privacy information.

This week, I speak to a London-based Paediatrician who shares her experience working with kids, younger children and how this changed her perception on life. We also discuss Gender Pay within the NHS (National Health Service) in the UK. ⌚️TIMESTAMPS 0:00 - Intro 1:30 - Who is Dr Radhika? 2:59 - Struggles working for the NHS 6:34 - COVID-19 10:00 - Working with children 11:59 - The Regrets of the Dying 12:55 - Talking about failures 19:33 - Gender Pay Gap 23:06 - Riddle time 25:36 - Patients don't trust female doctors 28:50 - Being South Asian 32:46 - Contents creation 37:30 - Spotlight effect 39:00 - Message to my younger self

This is the full episode of The Morning Show with Preston Scott for Fri. Apr. 19, 2024. Follow the show on Twitter @TMSPrestonScott. Check out Preston's latest blog by going to wflafm.com/preston. Check out Grant Allen's blog by going to wflafm.com/grantallen.Listen live to Preston from 6 – 9 a.m. ET and 5 – 8 a.m. CT!WFLA Tallahassee Live stream: https://ihr.fm/3huZWYeWFLA Panama City Live stream: https://ihr.fm/34oufeRFollow WFLA Tallahassee on Twitter @WFLAFM and WFLA Panama City @wflapanamacity and like us on Facebook at @wflafm and @WFLAPanamaCity.

We are again discussing Gender Pay Gaps and the findings from our recently released GPGR. In our last episode, we introduced you to this year's report and the overall outcomes. Today we are going to build on that and delve into more of the reports insights and discuss some of the potential drivers of pay gaps. Picking up from our last episode, we'll take a deeper dive into the Payscale Gender Pay Gap Report.  We'll start with a quick summary of report findings, then explore how age affects the pay gap. Additionally host Ruth Thomas together with guests Amy Stewart and Kelly Campana will also discuss how changing views of women's work can influence how we measure the gap itself.  Most importantly, we'll focus on practical tips for closing the gap by highlighting what employees bring to the company. Listen and explore actionable ways to create a more equitable workplace! Key Takeaways: Quick summary of Payscale's gender pay gap report Why does age affect the gender pay gap? The idea behind how to measure the pay gap and how historical ideas around women's contribution to the world are changing It is important to remind employees about where is their best contribution lies and happen Women who work from home have a wider pay gap than those who work in offices   Resources: Payscale Website: www.payscale.com  Email: coffee@payscale.com

Our discussions this month are all aimed at raising awareness and encouraging action to eliminate bias and discrimination entirely from our workplaces and society at large. This year's Women's History Month theme “Women Who Advocate for Equity, Diversity and Inclusion" which is very appropriate for this conversation. Today, host Ruth Thomas welcomes guests Michelle Gyima and Amy Stewart to analyze data from the recently published Gender Pay Gap Report 2024. This report, now in its tenth year, offers a much deeper understanding of the factors driving pay gaps. Together, they'll delve into the report's insights and share their perspectives on the analyzed data. Key Takeaways:   How much women are paid compared to men? The uncontrolled pay gap Gender stereotypes in the workspace and how they affect overall pay Bias in pay history Why pay gaps don't close just because of pay transparency legislation  How organizations can address the Gender Pay Gap?   Resources:   •2024 Gender Pay Gap Report: www.payscale.com/research-and-insights/gender-pay-gap Payscale Website: www.payscale.com  •Email: coffee@payscale.com   

For this Cheeky Half Paul & KG riff on the latest report by the Workplace Gender Equality Agency, the "Employer Gender Pay Gaps Snapshot." It is both, a compelling and somewhat unsettling look at Australia's progress in reaching gender pay equity. The many interesting pieces of data lead them to ask a couple of simple questions: "What conversations are people in leadership positions actually having about the existing gender pay gap? And is it that difficult a problem to solve?"It will not surprise you to hear [spoiler alert!] they don't end up solving this conundrum. But nevertheless they firmly believe leaders have a responsibility beyond finance and economics to find a way through this intractable problem. Is it ultimately a reflection of how we actually value our people?Here are some useful links:1.  Workplace Gender Equality Agency 2.  Employer Gender Pay Gaps Snapshot We'd love to hear what you thought of this conversation.Please let us know through either of the options below.Please reach out on askus@leadershipdecanted.com or visit us at www.leadershipdecanted.comDisagree or agree with anything we've said? How wrong are we?!? Are there any leadership topics you'd like us to discuss (or perhaps other books or podcasts that might set us straight!)? Maybe you'd like to recommend a favourite wine!

This episode of Economics Explored analyzes Australia's new gender pay gap data reported by large companies. Are the data valuable or nonsense, as some critics have alleged? Host Gene Tunny interviews Dr Leonora Risse to discuss the report's methodology, findings, and criticisms. Risse provides context on factors influencing the gender pay gap, like occupational segregation. Tunny and Risse also debate the impact of societal norms and long work hours or ‘greedy jobs'. While acknowledging limitations, Risse argues the data highlights the need to address remaining gender inequities. Please get in touch with us with any questions, comments and suggestions by emailing us at contact@economicsexplored.com or sending a voice message via https://www.speakpipe.com/economicsexplored. About this episode's guest Dr Leonora RisseDr Leonora Risse is an Associate Professor in Economics at the University of Canberra and a Research Fellow with the Women's Leadership Institute Australia and serves as an Expert Panel Member on gender pay equity for the Fair Work Commission. She formerly held roles with the Women and Public Policy Program at Harvard University, the Australian Government Productivity Commission, and RMIT University. She earned her PhD in Economics from the University of Queensland. Leonora is a co-founder and former National Chair of the Women in Economics Network (WEN) in Australia.What's covered in EP230Introduction to the Episode and Topic (00:36)Overview of Gender Pay Gap Data Reporting (02:59)Calculation and Implications of Gender Pay Gap Data (04:48)Insights on Compositional Factors and Industry Dynamics (16:28 & 16:41)Critical Analysis of Gender Pay Gap Reporting (33:29)Claudia Goldin's Work and Nobel Prize Discussion (41:02)TakeawaysThe new gender pay gap data reveal significant disparities across companies in male and female median earnings, with factors like occupation and industry composition playing crucial roles.In Leonora's view, transparency in reporting pay gaps is crucial for raising awareness but also poses some risks of normalization and misinterpretation.Leonora argues societal norms and gender biases significantly influence occupational choices and bargaining power, contributing to the gender pay gap.Future research and data analysis are essential for understanding the drivers of the gender pay gap. Links relevant to the conversationLink to WGEA Data Explorer (can look up each company's pay gap and other gender equality statistics)https://www.wgea.gov.au/data-statistics/data-explorerLeonora's Twitter exchange with Senator Matt Canavanhttps://x.com/leonora_risse/status/1762395543366717877?s=20Gender wage transparency and the gender pay gap: A surveyhttps://onlinelibrary.wiley.com/doi/full/10.1111/joes.12545Do Firms Respond to Gender Pay Gap Transparency?https://onlinelibrary.wiley.com/doi/abs/10.1111/jofi.13136Pay Transparency and Gender Equalityhttps://papers.ssrn.com/sol3/papers.cfm?abstract_id=3584259Claudia Goldin's “Career and Family: Women's Century-Long Journey toward Equity”https://press.princeton.edu/books/hardcover/9780691201788/career-and-familyLeonora's book review in Economic Record (copy attached)https://onlinelibrary.wiley.com/doi/epdf/10.1111/1475-4932.12716 Leonora's Conversation article on WGEA pay gap datahttps://theconversation.com/qantas-pays-women-37-less-telstra-and-bhp-20-fifty-years-after-equal-pay-laws-we-still-have-a-long-way-to-go-223870Full transcripts are available a few days after the episode is first published at www.economicsexplored.com.

A recent publication by the Workplace Gender Equality Agency sheds light on the gender pay gap in salaries, indicating that two-thirds of the surveyed businesses are paying men more. Shockingly, only 8 per cent of observed pay gaps favour women. Which sectors exhibit the most significant pay gaps, and what measures can be implemented to narrow this divide? Tune in to this segment for insights.

Die Themen in den Wissensnachrichten: +++Lohnlücke zwischen Männern und Frauen immer noch groß +++ Kaffee-Studien könnten durch einheitlichen Biomarker bald vergleichbarer werden +++Orca tötet Weißen Hai in 2 Minuten +++**********Weiterführende Quellen zu dieser Folge:Regionale Unterschiede im Gender Pay Gap in Deutschland 2022. 4.3.2024Validation of N-Methylpyridinium as a Feasible Biomarker for Roasted Coffee Intake. 23 January 2024Further insights into killer whales Orcinus orca preying on white sharks Carcharodon carcharias in South Africa. 01.04.24Vorläufige Studie "Sleep apnea symptoms linked to memory and thinking problems", die im April hier vorgestellt wird: American Academy of Neurology's 76th Annual MeetingThe impact of isolated obesity compared with obesity and other risk factors on risk of stillbirth: a retrospective cohort study. 04.03.2024Alle Quellen findet ihr hier.**********Ihr könnt uns auch auf diesen Kanälen folgen: Tiktok und Instagram.

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Give your thoughts via our podcast survey Yesterday, Australia's biggest employers' were forced to publicly reveal their gender pay gap. Some of the companies with the biggest gaps may surprise you. Today on the podcast, we'll explain exactly what a gender pay gap is, which companies had the biggest pay gaps, and what it all means. Listen to What we know about the murders of Jesse Baird and Luke Davies Hosts: Billi FitzSimons and Zara SeidlerAudio producer: Emmeline Peterson Subscribe to The Daily Aus newsletterBuy our book No Silly Questions See omnystudio.com/listener for privacy information.

Australia news in Sinhala, foreign and sports news in brief - listen, Tuesday 27th February 2024 SBS Sinhala Radio News Flash - ඕස්ට්‍රේලියාවේ පුවත් සිංහලෙන්, විදෙස් සහ ක්‍රීඩා පුවත් කෙටියෙන්. සවන්දෙන්න, අද - 2024 ජපෙබරවාරි 27 වන අගහරුවදා SBS සිංහල News Flash

Wednesday 28 February 2024 The boss of Coles defends claims of price gouging, saying profit margins haven't changed in five years.  Also today: The gender pay gap hits 14.5% as politicians, businesses and unions call for change Scientists say COVID has triggered a surge in heart disease And why lovers of chocolate might have to pay more Plus don't miss the latest episode of How Do They Afford That? It's all about Manifesting March - an unusual approach to achieving your financial goals. Get the episode from APPLE, SPOTIFY, or anywhere you listen to podcasts.Find out more: https://fearandgreed.com.auSee omnystudio.com/listener for privacy information.

Some of Australia's most well known companies have been found to have massive gender pay gaps. NSW Police have been uninvited from marching in this Saturday's Mardi Gras parade in Sydney. Malcolm Turnbull has blasted Donald Trump, saying he could be a threat to democracy if he wins another term. Scott Morrison will give his final speech in parliament today before retiring. Taylor Swift performed her fourth and final show in Sydney.  Jerry Seinfeld heckled by anti-Israel protesters as he left an event in New York.See omnystudio.com/listener for privacy information.

Vicki, Liz, and Ruth discuss the gender pay gap -- what it is and how it's looking for next year. Is your organization taking necessary action to close the gap?   In this episode, we're peering into the future—2024, to be exact—to predict what changes lie ahead for the gender pay gap. Our guests, Vicky Peakman and Liz Sheffield, will be breaking down the factors that could impact who earns what, exploring everything from how workplaces are evolving to new policies on the horizon. Join us for this chat as we talk about the possibilities, making sense of what the working world might look like in just a few years and how we can bridge the gap together! Key Takeaways: Looking at potential predictions in the year 2024 on gender pay gaps. Setting your intentions straight The mean pay gap for full-time workers. Examining the uncontrolled pay gap versus the controlled pay gap. How will the gender pay gap evolve throughout the next year? Exploring how the pay gap reached its lowest amount during the pandemic. Do women of different races experience varying impacts from the gender pay gap? Measure your pay gaps at all times. Resources: 2023 Gender Pay Gap Report Payscale Website: www.payscale.com  Email: coffee@payscale.com 

A round-up of the main headlines in Sweden on October 9th, 2023. You can hear more reports on our homepage radiosweden.se, or in the app Sveriges Radio Play. Presenter: Dave RussellProducer: Kris Boswell

Ever wondered how to spice up your sports betting game? We're here to share our secrets from a thrilling week in the betting world, focusing on everything from the fallout from the Chiefs' match to our strategy for money line bets. Tune in for a lively discussion on our fresh NFL betting picks, kicking off with the clash between the Jacksonville Jaguars and the Buffalo Bills. We're all about making the most of your betting, especially when wagering with friends. Ready for some football? We've got you covered with our predictions for this week's NFL games – from the Saints battling the Patriots to a showdown between the Cowboys and the 49ers. Get to grips with the importance of covering the spread and understanding money lines to influence the game's outcome. And for college football fans, we dive deep into the SEC-heavy College Six Pack, including face-offs like Oklahoma vs. Texas and LSU vs. Missouri. But it's not all fun and games; we also tackle the tough topics. Join us as we address the concerning performance of Georgia's football team and the potential impact of the upcoming NFL Draft on California football. We'll also dissect the gender pay disparity in sports, examining the NBA's salary structure, the implications of the current system, and the gritty realities of the situation. And if that's not enough, stroll down memory lane with us as we reminisce about the Crunk era, appreciating artists like Soulja Boy and Gucci Mane. So, buckle up for this rollercoaster of an episode, because it promises to be a wild ride!Support the show

Speaking of Women, Los' Lounge cohost Jazmine is back finally for Season 3. I am thrilled to go over several topics such as Kvennesfry or "Day Off". The Icelandic Women's Strike in 1975. Their story in my opinion was revolutionary especially for what it meant it the Gender Pay gap. The therapy that can be Grocery shopping. Someone went to Jamaica recently! True Or False - Can Jazmine beat our other cohosts Harry's score of 2out of 5? Plus new music by Los. Billy Porter, Bob Barker, Homeowning and more on this episode with the return of The First Lady of the Lounge Jazmine. Hit Subscribe on the YouTube Channel and don't forget to Rate or Review the show. Your support and streams mean everything. --- Send in a voice message: https://podcasters.spotify.com/pod/show/los-reyes101/message

All East Asian tigers have converged economically with rich industrialised democracies, but only some have converged culturally, in terms of gender equality. Why is this?

The Government insists it's not 'forcing change' to close New Zealand's gender pay gap. Instead, Associate Workplace Relations and Safety Minister Priyanca Radhakrishnan says companies are being given the opportunity to outline their gap in pay. She announced today nine-hundred entities —each with more than 250 workers— will need to report their pay gap before the requirement's expanded to organisations employing over a hundred people. But there's no specific timeline to get there, nor any drafted legislation. She told Heather Du Plessis-Allan that mandatory reporting values people for the work they do. LISTEN ABOVESee omnystudio.com/listener for privacy information.

With Dr. Hadiya Roderique, writer of Black on Bay Street and other articles, cultural critic, lawyer, researcher, speaker, and consultant.  Equal Pay Day is symbolic of how far into the next year the average woman works to have earned what the average man earned the previous year. In Canada, women make 88 cents for every dollar men make. But there's more than one gender pay gap because those who face gender inequalities are a diverse population. Racialized women make 67 cents to the dollar for racialized men, Indigenous women make 65 cents to the dollar for Indigenous men, newcomer women make 71 cents to the dollar for newcomer men, and women with disabilities also have lower average incomes compared to men with disabilities.  We would be wise to think of it as gender pay gaps, plural.   Canada has had pay equity laws since the 1970s. But pay gaps and unfairness in pay persist. Girls face a summer job gender pay gap of almost $3.00 per hour. Women post-secondary students leave school with lesser means to pay off student loans. And the gendered pension gap means that women retire with about 80% of the pension men retire with.  Dr. Hadiya Roderique joins us to address gender pay gaps, their impacts on Black and equity-seeking women, how bias plays out in workplaces, what we need to do about it. Hadiya is a researcher, writer, speaker, consultant, and recovering Bay Street lawyer. She is currently an Assistant Professor of Journalism at the University of Toronto's Scarborough campus, where her research focuses on racist discourse in how journalists write about race in Canadian media. She holds a J.D. and M.A. in Criminology from the University of Toronto, and completed her Ph.D. in Organizational Behaviour at the Rotman School of Management. She is an award-winning writer, probably best known for her piece Black on Bay Street, which set Corporate Canada ablaze, and earned her recognition as one of Canada's Top 25 most influential lawyers by Canadian Lawyer's magazine in 2018. She sits on the Board of the Women's Legal Education and Action Fund and on the Equity Diversity and Inclusion committee of Ultimate Canada.  Relevant Links: Equal Pay Day and Gender Pay Gaps: Infographic   Please listen, subscribe, rate, and review this podcast and share it with others. If you appreciate this content, if you want to get in on the efforts to build a gender equal Canada, please donate at ⁠canadianwomen.org⁠ and consider becoming a monthly donor.  Episode ⁠Transcripts⁠  Facebook: ⁠Canadian Women's Foundation⁠  Twitter: ⁠@cdnwomenfdn ⁠  LinkedIn: ⁠The Canadian Women's Foundation ⁠  Instagram: ⁠@canadianwomensfoundation 

The Federal Government has launched a new report card on Australia's progress towards gender equality, to coincide with International Women's Day. - Qeveria Federale ka botuar një raport mbi përparimin që ka bërë Australia drejt barazisë gjinore. Raporti përkoi me Ditën Ndërkombëtare të Gruas.

The Federal Government has launched a new report card on Australia's progress towards gender equality, to coincide with International Women's Day. The Status of Women report highlights the many challenges still faced by women and girls in areas including sexual harassment, the gender pay gap and homelessness. - Сојузната влада лансираше нов извештај за напредокот на Австралија кон родовата еднаквост, што се совпаѓа со Меѓународниот ден на жената. Извештајот за статусот на жените ги нагласува многуте предизвици со кои сè уште се соочуваат жените и девојчињата во области вклучувајќи го сексуалното вознемирување, родовиот јаз во платите и бездомништвото.

A report released to coincide with International Women's Day has found women retire with far less superannuation than men. It's an issue the federal government wants to address with an annual gender equality scorecard.

In this episode Dr. Will Cole is joined by Emmy-winning entertainment journalist and entrepreneur, Catt Sadler. After leaving E! due to gender pay disparity, Catt went on to use her voice to speak out for the inequalities in the entertainment industry. Through her story, we can learn just how powerful it is to step up for what we believe in and take back ownership of our lives. From reshaping our views on health and using food as medicine to navigating difficult relationship changes, this episode will guide you through what it means to embrace personal growth and how it can transform your life for the better. For all links mentioned in episode: www.drwillcole.com/podcast    Please note that this episode may contain paid endorsements and advertisements for products and services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.   Sponsors: beekeepersnaturals.com/WILLCOLE or enter code WILLCOLE to get 20% off your first order Athleticgreens.com/willcole for a free one year supply of vitamin D and 5 free travel packs   Produced by Dear Media.

Fans of the hit show Baywatch were shocked to discover that Pamela Anderson only makes $4k annually from residuals, but what may come as an even more shocking revelation is the massive income her former co-star David Hasselhoff gets for reruns.Advertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Award-winning broadcasters Fi Glover and Jane Garvey chat to Kate about leaving the BBC and their podcast 'Fortunately'; Oversharing to 30 million people; the release of their book 'Did I say that Out Loud'; their fight for gender pay parity and the exciting new ventures ahead on Times Radio.White Wine Question Time with Kate Thornton is the podcast that brings together well-known guests to answer three thought-provoking questions over three glasses of wine. Discover the friendships behind the entertainment headlines, and listen in on their conversations for a side to the celebrities you've never heard before. Listen on Apple Podcasts, Spotify or wherever you get your podcasts, and follow on Instagram (@whitewineqt) & Twitter (@WhiteWineQT) to keep up to date with the latest guests, news and more. Hosted on Acast. See acast.com/privacy for more information.

Do men and women physicians get paid differently?Some would say yes. Some would categorically deny that such a thing exists.Like most things, I suspect the answer is somewhere in between. That it does exist in many practices, and there may be some that are very fair.How would you know? And what can you do about it?In this episode, I talk about 7 things I wish I had known at the beginning of my career that I would have done differently. If you find this valuable, please Like

New research into gender pay equity in Aotearoa New Zealand universities from the University of Canterbury explores interventions that will improve representation of women at higher levels of academia and therefore address pay equity. This research builds on the authors' previous work published in 2020 which found that over her career, a woman employed on academic staff at a New Zealand university can expect to earn about $400,000 less than a man. Joe had the opportunity to speak to Professor Alex James, from the University of Canterbury, who co-authored the study.  

Concerns for Ireland's energy security gather apace with some ominous reports this week that Britain may stop supplying gas to mainland Europe if the country is hit by extreme shortages in the coming months and this week on Taking Stock Mandy Johnston will be discussing the potential implications of this and the wider issues with Paul Deane from UCC & Mark Varian, Chair of the Energy & Environment Committee with the British Irish Chamber of Commerce. PwC has called for greater clarity on new rules that oblige larger companies to report and publicly explain their gender pay gap. Mandy is joined by Doone O'Doherty to examine what's happening Plus it's been another eventful week for UK politics and Mandy takes stock of recent developments and what it all means for Boris Johnson's leadership with political scientist Sir John Curtice.

A union leader is calling for mandatory reporting of gender pay differences. New research shows New Zealand is falling behind other western countries in closing the gap between men and women's wages. The average gap in this country is nine per cent, but the difference in pay for a Pasifika woman and a Pākehā man is 25 percent. Mohammad Alafeshat reports.

Fox News has agreed to pay former on-air personality Melissa Francis $15 million. Francis had alleged that Fox News engaged in gender pay discrimination—paying female hosts more than their male colleagues.

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Today Jamie and I discuss her soccer journey as a player, coach, mentor, and much more. @React_Sports_Podcast

Let's dive right in. Are there gender pay issues still in America? What still need to change? Where are we now and where do we need to go? Join us and our guests, Sy and Amanda, as we discuss Gender Pay in America. Check out our website at http://artofdiscussing.buzzsprout.com, on Facebook at Art of Discussing and on Instagram @artofdiscussing.Got a topic that you'd like to see discussed? Interested in being a guest on our show? Just want to reach out to share an opinion, experience, or resource? Leave us a comment below or contact us at info@artofdiscussing.com!! We'd love to hear from you! Keep Discussing!Research/Resources Notes:Four Waves of Feminism by Martha Rampton (Pacific University, 2008) Originally published in Fall 2008 Pacific University magazine and available on https://web.archive.org/web/20151119073645/http://www.pacificu.edu/about-us/news-events/four-waves-feminism“The roots of the gender pay gap are deeper than discrimination” (Quartz, 2019) Published on Quartz website by Michael J Coren (Climate Reporters) March 15, 2019 and available on https://qz.com/1567008/the-systemic-reasons-why-the-gender-pay-gap-increases-over-time/ 6 Feminist myths that won't die (Time Magazine, 2014) by Christina Hoff Sommers originally Published September 2, 2014; Last Updated June 17, 2016 and available on https://time.com/3222543/wage-pay-gap-myth-feminism/ Why the Pay Gap persists and what to do about it (Washington Post, 2019) by Emma Goldberg on May 14, 2019 and available on https://www.washingtonpost.com/outlook/2019/05/14/why-gender-pay-gap-still-persists-what-we-can-do-about-it/ How the Pandemic is making the Pay Gap Worse (NPR, 2020) by Greg Rosalsky on August 18, 2020 and available on https://www.npr.org/sections/money/2020/08/18/903221371/how-the-pandemic-is-making-the-gender-pay-gap-worse 5 Reasons the Gender Pay Gap Exists (Future Women Website) by Lara Robertson and available on https://futurewomen.com/hotlists/5-reasons-gender-pay-gap-exists/ Quick Facts About the Gender Wage Gap (Center for American Progress Website, 2020) By Robin Bleiweis on March 24, 2020 and available on https://www.americanprogress.org/issues/women/reports/2020/03/24/482141/quick-facts-gender-wage-gap/ Unconscious Bias Demonstration - CBS This Morning: How Americans View Events through a Partisan Lens (YouTube, 2020) Published on September 18, 2020 available on https://youtu.be/XlAsZUPiwNE Music found on Pixabay. Song name: "Clear Your Mind" by Caffeine Creek BandCheck out our website at http://artofdiscussing.buzzsprout.com, on Facebook at Art of Discussing and on Instagram @artofdiscussing.Got a topic that you'd like to see discussed? Interested in being a guest on our show? Just want to reach out to share an opinion, experience, or resource? Leave us a comment below or contact us at info@artofdiscussing.com!! We'd love to hear from you! Keep Discussing!Music found on Pixabay. Song name: "Clear Your Mind" by Caffeine Creek Band"

This episode of Cultural Cachet deals with the issue of equal pay, highlighting the discrepancy in pay rates between men's and women's professional sports. Using the on-going lawsuit between the USWNT and the US Soccer Federation as an example, Amanda and Julia unpack the impossible metrics to which women athletes are held. And when these metrics are met or exceeded, women athletes are still not justly compensated. How do women's professional sports suffer due to vast differences in allocation of resources? Why are all of the top 10 highest paid female athletes tennis players? Touching on professions outside of sports, Amanda and Julia try to understand why women's work is consistently devalued.