Podcasts about Gender pay gap

https://www.bernerzeitung.ch/menstruations-podcast-in-der-regel-alle-folgen-755152070921«Ich kann mich als Frau in der Öffentlichkeit nicht so frei bewegen wie ein Mann und auch nicht anziehen, was ich will.»Fast jedes Mal, wenn Jasmin Jaun (23), Volontärin bei diesen Zeitungen, das Haus verlässt, wird sie auf der Strasse angesprochen oder angestarrt, oder es wird ihr etwas hinterhergerufen.«Viele Leute fragen mich, wie ich mit drei Kindern 70 Prozent arbeiten kann. Eine Frage, die man meinem Mann mit seinem 80-Prozent-Pensum nie stellen würde.»Redaktorin Mirjam Comtesse (47) erlebt Sexismus vor allem in ihrer Rolle als Mutter. Während man sich bei ihrem Mann darum sorgte, ob er mit seinem reduzierten Pensum überhaupt noch Karriere machen kann.«Sexismus im Alltag ist mir wenig bis nie begegnet, ausser beim Thema Lohn.»Jahrelang hat Cornelia Leuenberger (59) für einen tieferen Lohn das Gleiche geleistet auf der Arbeit wie ihre männlichen Kollegen. Dessen ist sich die langjährige Redaktorin bewusst.Sexismus, also Diskriminierung aufgrund des Geschlechts, erleben Frauen in der Schweiz auch 2025 immer noch regelmässig in unserer Gesellschaft.Aber was hat sich punkto Gleichberechtigung bereits getan? Was hat es mit dem Backlash auf sich, dass weltweit Rechtspopulisten die Macht an sich reissen und Männer wie Andrew Tate Millionen von anderen Männern mit ihrem Frauenhass anstecken?Darüber diskutieren die drei Redaktorinnen, die aus drei verschiedenen Generationen stammen, in einer neuen Folge des Podcasts «Gesprächsstoff». Und auch zu Wort kommt Lucia Lanfranconi, Professorin für Diversity, Equity und Inclusion an der Berner Fachhochschule für Wirtschaft.Hörtipp zum Thema: Podcastserie «In der Regel» über das Thema MenstruationModeration und Produktion: Sibylle HartmannSounds: Ane Hebeisen und Tobias Holzer 3 für 1: Lesen Sie drei Monate, bezahlen Sie nur einenGefällt Ihnen unser «Gesprächsstoff» Podcast? Entdecken Sie dann die besten Recherchen und Hintergründe unserer Journalist:innen. Speziell für Sie haben wir das ‘3 für 1' Angebot konzipiert: 3 Monate lesen, nur 1 Monat bezahlen. Gute Lektüre und viel Spass.https://info.tamedia.ch/gespraechsstoffHabt ihr Feedback, Ideen oder Kritik zu «Gesprächsstoff»? Schreibt uns an podcast.bern@tamedia.ch

In Dänemark gilt die Wehrpflicht jetzt auch für Frauen. Gratulation! Denn wen interessiert bei diesem Fortschritt für die Gleichberechtigung schon der Gender-Pay-Gap oder andere Probleme, meint Carolin Courts in ihrem satirischen Schrägstrich. Von Carolin Courts.

Was passiert, wenn eine Plattform nicht nur Bewertungen ermöglicht, sondern auch echte Veränderung?Nina Zimmermann ist CEO von kununu – und eine der sichtbarsten Stimmen, wenn es um moderne Führung, Diversität und die Zukunft der Arbeit geht. Im Gespräch mit Carsten Puschmann spricht sie über den Reiz an Plattformgeschäftsmodellen, persönliche Aha-Momente in der Karriere und warum Feedback trotz Schmerz ein Geschenk sein kann.Wir sprechen über:

In dieser Podcast-Episode war ich zu Gast beim Mom.Career Radio, dem Podcast von Mom.Career. Gemeinsam mit Alisha spreche ich über Gehaltsverhandlungen beim Wiedereinstieg in den Job nach der Elternzeit und über Gehaltsverhandlungen speziell für Mütter.

Cathryn Edmondson, lead consultant at Innecto Reward Consulting, joins the podcast to talk about gender pay gap reporting - its history, current challenges and the upcoming legislative changes that organisations need to know about. What to read, listen to and watch next Pay transparency - do the right thing Mind the gap: How are countries implementing the EU Pay Transparency Directive? Podcast: Gender pay gap reporting - a global view Webinar: Pay transparency - the value of honesty and some pitfalls to avoid

Wir sind 99 ZU EINS! Ein Podcast mit Kommentaren zu aktuellen Geschehnissen, sowie Analysen und Interviews zu den wichtigsten politischen Aufgaben unserer Zeit.#leftisbest #linksbringts #machsmitlinks Wir brauchen eure Hilfe! So könnt ihr uns unterstützen: 1. Bitte abonniert unseren Kanal und liked unsere Videos. 2. Teil unseren content auf social media und folgt uns auch auf Twitter, Instagram und FB 3. Wenn ihr Zugang zu unserer Discord-Community, sowie exklusive After-Show Episoden und Einladungen in unsere Livestreams bekommen wollt, dann unterstützt uns doch bitte auf Patreon: www.patreon.com/99zueins 4. Wir empfangen auch Spenden unter: https://www.paypal.com/donate/?hostedbuttonid=NSABEZ5567QZE

An dëser Carte Blanche schwätzt d'Claire Schadeck vum CID | Fraen an Gender Mol rëm eng Kéier iwwer den Gender Pay Gap. Anscheinend verdéngen d'Fraen nämlech elo méi wéi d'Männer. Ass dat net allerhand? An da schwätzen d'Feministinne vun Diskriminéierung...

In this episode, I chat with Ainka Jess - a trailblazer, changemaker, and powerhouse in sports media. As the founder of Shes4Sports Media, an award-winning entrepreneur, and a seasoned communications leader, Ainka has spent nearly two decades amplifying voices and challenging the status quo across organizations like CBC, PwC, BMO, and the University of Toronto.During our conversation we dive deep into her journey, unpacking pivotal moments of adversity, her evolving mindset on failure, and the persistent barriers women face in sports. Ainka also shares her candid take on the WNBAs visibility, the gender pay gap, and the exciting arrival of the Toronto Tempo.

Mütter in die Politik!

Warum wir Mütter hassen...

A report by the Workplace Gender Equality Agency (WGEA) highlights a gender pay gap in the Australian public sector, where men earn significantly more than women in certain roles. While the gap is narrower in the public sector compared to the private sector, it still shows that for every $1 a man earns, a woman makes only 94 cents. The report indicates that the public sector has made progress in achieving gender balance, which contributes to the smaller pay gap. However, areas for improvement remain, particularly regarding men taking parental leave and addressing the underlying reasons for pay disparities that favour men in almost half of public sector employers.See omnystudio.com/listener for privacy information.

Jashan and Tony run through some of the craziest Deathbed Confessions from famous cases. And we turn on the heated debate on whether the Gender Pay Gap is real.Thanks to our Sponsor - Monkey Tree Brewing:https://monkeytree.com.au/Follow us on all Platforms!Youtube Clips: ‪@4oclockclips‬ Facebook: https://www.facebook.com/profile.php?...Instagram: / 4oclock_somewhere TikTok: / 4oclock_somewhere

Im Schnelldurchlauf durch die Weltkulturgeschichte auf der Suche nach der Erfindung des Mutterideals

Hier erfährst du kompakt die wichtigsten geplanten Änderungen zur Gehaltstransparenz nach der EU-Richlinie

Ist Mutterschaft & Kunstbetrieb unvereinbar?

Wieso wir glauben, dass Care-Arbeit lästig und langweilig ist und unserer Selbstbestimmtheit im Weg steht.

This podcast description was blatantly written by AI... Join Clint, Meg, and Dan as they tackle the hot topic of gender pay equity, with insightful tips on negotiating salaries from Sim of 'Girls That Invest'. Dive into the challenges of starting a band from scratch, as they practice 'Teenage Dirtbag' and debate final gig locations. Plus, get a laugh from some wild coincidence stories and Dan's quirky Google search history. This episode is packed with serious discussions, hilarious moments, and a whole lot of fun! 00:48 Morning Banter and Personal Stories02:07 New Music Friday Preview06:03 Listener Interaction: Meet Becca10:12 Dan's Truck Guessing Game16:18 Forming a Band: MC/DC25:05 Beat That Coincidence34:17 Scandal37:57 Gender Pay Gap in New Zealand41:39 Interview with Sim from Girls That Invest48:30 Starting a Band: Choosing a Song and Venue55:19 Name Stereotypes: What Does Your Name Say About You?01:02:30 Dan's Search History Revealed01:07:14 Whatcha Got?01:09:37 Band Practice: Teenage Dirtbag

John Maytham is joined by economist Ihsaan Bassier from the University of Surrey to unpack the deeper forces driving South Africa’s persistent gender pay gap. Based on a major study co-authored with Leila Gautham, Bassier explains how nearly half the wage disparity between men and women isn’t about unequal pay for equal work — but about women being concentrated in lower-paying firms. Follow us on:CapeTalk on Facebook: www.facebook.com/CapeTalkCapeTalk on TikTok: www.tiktok.com/@capetalkCapeTalk on Instagram: www.instagram.com/capetalkzaCapeTalk on YouTube: www.youtube.com/@CapeTalk567CapeTalk on X: www.x.com/CapeTalkSee omnystudio.com/listener for privacy information.

What's the state of the gender pay gap in 2025? In this episode Ruth Thomas discusses Payscale's 2025 Gender Pay Gap Report with Amy Stewart, Payscale's principal content strategist and author of the report. Together, they explore the controlled and uncontrolled pay gaps, the impact of pay transparency, and the various systemic factors contributing to the gender pay gap. Gain insights into why pay disparities persist and what organizations can do to address these inequalities.Key HighlightsDiscussion on the difference between controlled and uncontrolled pay gaps and their current figures.Examination of how pay transparency legislation is affecting gender pay gaps across different states in the U.S.Insights into the systemic issues and historical context driving the gender pay gap, including the role of motherhood.Analysis of specific data showing pay disparities for women of color and in various industries.Recommendations for organizations on measures to close the gender pay gap.Quotes"Pay transparency legislation is showing promise in closing pay gaps, though the impact is gradual." – Amy Stewart"The gender pay gap remains at 83 cents on the dollar for women, highlighting persistent barriers in the workforce." – Ruth ThomasResources2025 Gender Pay Gap Report: https://www.payscale.com/research-and-insights/gender-pay-gap/

Habt ihr auch so ein Unbehagen zum Muttertag? Gratulieren, kämpfen, ausruhen – Wie können wir den Tag feministisch umgestalten?

Sumayyah Emeh-Edu (she/her) from Embedded Consulting and I recap the latest 5 Things (good vibes in DEI) in just 15 minutes. This week our conversation is about equality in aisle five, Harvard holding its ground, billion-dollar frontline brilliance—and more!Here are this week's good vibes:Love Locked In, Court Be Damned​Harvard to Trump: Not Your CampusColor Blindness? Read Between the LinesFifteen Percent and Going StrongFrontline Ideas, Billion-Dollar ImpactGood Vibes to Go: Bernadette's GVTG: I've recently re-watched Wanda Sykes' last two Netflix standup specials. She will make you laugh and make you think….my favorite kind of comic. Watch and enjoy!Sumayyah's GVTG: Take care of yourself this Mental Health Awareness Month! Find joy, find connection, put the phone down. Look for the love.Read the Stories.Connect with Sumayyah Emeh-Edu.Subscribe to the 5 Things newsletter.Watch the show on YouTube. Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes in DEI every Saturday morning. https://5thingsdei.com/

On this edition of Producer's Picks of the Week, we revisit three conversations: one with Geraldine Pointer, Terrance Pointer, and James Coughlin, another with Jennifer Rizzo-Choi, and finally Karen King, Cathy Creighton, and Rusty Weaver.

In dieser Podcast-Episode ist die erfahrene People &Culture Managerin und Gründerin von FairEqualSolutions, Martina Ernst, zu Gast. Gemeinsam erörtern wir die wichtigsten Aspekte rund um die EU-Direktive zur Lohntransparenz. Die Highlights der Direktive: · Lohn und Gehaltsinformationen müssen veröffentlicht werden · Maßnahmen müssen ergriffen werden, wenn der Gender Pay Gap größer als 5% ist- wenn sie das nicht tun, drohen Sanktionen· Es geht um Transparenz für Arbeitssuchende & um Auskunftsrecht für die Mitarbeitenden Ein Thema, das derzeit vorallem HR und für Führungskräfte beschäftigt , aber in Zukunft auch für Mitarbeiter:innen Veränderungen bringen wird. Mehr über Martina und ihre Arbeit erfahrt ihr hier: https://www.fairequalsolutions.com/ Mit Martina Ernst habe ich bereits eine Folge zur Gehaltsverhandlung sowie auch zu Fair Pay und Benefits aufgenommen (Folge 39 und 136) Du hast eine spannende Lebensgeschichte, die du mit mir und meiner Community teilen willst? Dann schreib mir eine Mail an: lebenswegepodcast@gmail.com Teil mir auch gerne dein Feedback und Wünsche für neue Interview Gäste, die du gerne hören würdest: https://www.facebook.com/Lebenswege-Podcast-103348588053385 https://www.linkedin.com/in/andreadomenig/ https://www.instagram.com/andrea_domenig/ Intro: Walk Around by Roa https://soundcloud.com/roa_music1031 Creative Commons — Attribution 3.0 Unported — CC BY 3.0 Free Download / Stream: https://bit.ly/walk-around-roa Music promoted by Audio Library https://youtu.be/BimtUhUirnw

April 17, 2025 ~ Michigan Medicine is facing a lawsuit over a gender pay gap. Deborah Gordon, employment and civil rights attorney, joins Kevin to layout the case.

In this episode of WAIT. HOLD UP...WHAT?, host Dawne Hanks sits down with Zhou Fang, a journalist with a unique perspective on navigating privilege, gender, and success across two cultures. Zhou's journey from growing up in a STEM-heavy family in China to transitioning into journalism in the U.S. offers invaluable insights into the complexities of being an immigrant in the workplace.Zhou reflects on how she initially believed in the myth of the American Dream—thinking that working hard and keeping her head down would be enough to "make it." But as she entered the tech and compliance industries, the realities of privilege, networking, and identity began to surface. Zhou shares her experiences of being told to “smile more” in performance reviews and being constantly assumed to be junior due to her age, gender, and immigrant status. At 30, she found herself grappling with how to break through these biases.The conversation also touches on the gender pay gap and why pay transparency is essential for achieving real equity in the workplace. Zhou explains how, without transparency, it's nearly impossible to assess whether pay is equitable, especially when employees can't compare their salaries with their peers. This lack of visibility leads to confusion and frustration, making it difficult for anyone to determine if they're being fairly compensated.Throughout the episode, Zhou emphasizes how the fight for women's financial equality is often slow and invisible. The intersectionality of her immigrant status, gender, and age plays a major role in the challenges she faces. This conversation provides a candid and insightful look into the obstacles women face in industries that undervalue them and underscores the importance of transparency in creating a more equitable future.This episode offers a powerful conversation about navigating the realities of being a woman of color in a biased workplace and the need for real pay transparency. Tune in to hear Zhou's perspective and why these issues matter now more than ever.

The gender pay gap in Cyprus is going UP: why do some companies pay their female staff less than men for doing the same job? Processionary caterpillars defoliate our pine trees, but they don't kill them; will there be water rationing this summer?

Since 2022, Irish employers have been required to publish details of what their male and female employees are being paid.Has it had any affect to gender pay gaps? And who is monitoring it?Jen Keane has read through all the reports and put up her findings on paygap.ie. She joins Seán to discuss.

In this episode of the DMZ America podcast, hosts Ted Rall and Scott Stantis dive into "the boy/man problem," spotlighting the cultural, economic, and educational challenges facing boys and men. We kick off with Elon Musk's "Joe Rogan" claim that empathy is "the fundamental weakness of Western civilization," a "bug" exploited to foster "civilizational suicidal empathy." Is society's focus on empathy sidelining male struggles? Rall and Stantis note the stark educational gap, with the female-to-male college ratio nearing 60:40, and the closing gender pay gap—driven not by women's gains but by men's stagnating or declining wages. We tie this to Kamala Harris's 2024 election loss; she failed to address men grappling with economic stagnation and cultural marginalization, a misstep that cost her against Donald Trump's hyper-masculine appeal. Rall, from the left, and Stantis, from the right, discuss root causes—systemic neglect versus cultural shifts. Let's unpack why boys and men are falling behind.The DMZ America Podcast is recorded weekly by political cartoonists Ted Rall and Scott Stantis. Twitter/X: @scottstantis and @tedrallWeb: Rall.com

In this episode of the DMZ America podcast, hosts Ted Rall and Scott Stantis dive into "the boy/man problem," spotlighting the cultural, economic, and educational challenges facing boys and men. We kick off with Elon Musk's "Joe Rogan" claim that empathy is "the fundamental weakness of Western civilization," a "bug" exploited to foster "civilizational suicidal empathy." Is society's focus on empathy sidelining male struggles? Rall and Stantis note the stark educational gap, with the female-to-male college ratio nearing 60:40, and the closing gender pay gap—driven not by women's gains but by men's stagnating or declining wages. We tie this to Kamala Harris's 2024 election loss; she failed to address men grappling with economic stagnation and cultural marginalization, a misstep that cost her against Donald Trump's hyper-masculine appeal. Rall, from the left, and Stantis, from the right, discuss root causes—systemic neglect versus cultural shifts. Let's unpack why boys and men are falling behind.The DMZ America Podcast is recorded weekly by political cartoonists Ted Rall and Scott Stantis. Twitter/X: @scottstantis and @tedrallWeb: Rall.com

33. It's 2025, and women are STILL making less than men. Here's what needs to change.Women's Equal Pay Day isn't just another date on the calendar—it marks how far into the year women must work to catch up to what men earned last year. And in 2025? The numbers still don't add up.The gender pay gap has barely budged, despite decades of advocacy. Women—especially mothers and women of color—continue to earn less than their male counterparts, leading to massive lifetime income losses. But why is this STILL happening? And more importantly, what actually works to close the gap?In this episode, we dive into:✔ The latest Equal Pay Day stats—how far women have come and where we're still stuck. ✔ Why the pay gap isn't just about salary—and how caregiving, career breaks, and job types widen the divide. ✔ The truth about workplace flexibility and pay equity—are women penalized for remote and flexible work? ✔ How job sharing creates pay equity and career advancement opportunities for women. ✔ What YOU can do to advocate for yourself and push for real change in the workplace.Why This Episode Matters NowWomen have fought hard for equal pay, but progress has been painfully slow. With new challenges like AI-driven hiring biases and workplace flexibility backlash, we need solutions that actually move the needle. Whether you're negotiating your salary, re-entering the workforce, or advocating for systemic change, this episode gives you the tools to take action.Resources & Links Mentioned:

Listen to the opinions of the Sri Lankan Sinhala community in Australia on the measures to be taken by the government regarding the "gender pay gap" - ඕස්ට්‍රේලියාවේ "ස්ත්‍රී පුරුෂ වැටුප් පරතරය" තවදුරටත් අඩු කිරීම සම්බන්ධයෙන් රජය ගතයුතු ක්‍රියාමාර්ග ගැන ඕස්ට්‍රේලියාවේ වෙසෙන අපේ පිරිසගේ අදහස් වලට සවන් දෙන්න මෙම මාර්තු මාසයේ SBS සිංහල ගුවන් විදුලියේ 'විනිවිද' ජනතා මත විමසුම තුළින්

Episode 142. Empowering Your Financial Future: A Conversation with Laura Corbiani Welcome back to The Innovative Therapist Podcast! Today, we're diving into part two of my conversation with financial expert Laura Corbiani. If you missed part one, be sure to check it out, as we covered essential topics like money, power, and common mindset blocks around finances. This episode is all about tangible actions to become more financially empowered—because who doesn't need that? We'll discuss key topics like: Why and when you might want to hire a financial advisor Financial wellness basics How to build an emergency fund How to optimize your money to create more financial freedom Let's dive in! Overcoming Financial Anxiety Talking about money can be overwhelming. Many people feel like they need to know everything before they even start, leading to avoidance and anxiety. If you've ever felt this way, you're not alone. Financial concerns can exist even when someone is in a good financial position. The key is shifting from judgment to curiosity about your financial health. The Importance of an Emergency Fund One of the most crucial building blocks of financial wellness is an emergency fund. This is a cash cushion set aside in a savings account, separate from investments, to cover unexpected expenses. Here's a general guideline: Single-income households: Aim for six months of living expenses. Dual-income households: Aim for three months of living expenses. Keeping this money in a separate savings account (instead of a checking account) can help prevent accidental spending. Automating a small amount to transfer weekly or monthly can make building this fund easier. Maximizing Employer Benefits If you have access to employer benefits, it's important to take full advantage of them. Some key areas to explore include: Retirement Plans: Many employers offer 401(k) matching—be sure to contribute enough to get the full match! Disability and Life Insurance: These benefits are often overlooked but can provide essential financial security. Health Savings Accounts (HSA): If you're on a high-deductible health plan, contributing to an HSA is a great way to save for medical expenses tax-free. Unlike Flexible Spending Accounts (FSA), HSAs don't have a “use it or lose it” policy, allowing you to save for future healthcare costs—even in retirement. The Power of Investing Investing can feel intimidating, but it doesn't have to be complicated. Target-date funds are a great place to start—they adjust risk levels based on your projected retirement year. Investing consistently, even in small amounts, can lead to long-term financial security. The Gender Pay Gap & Negotiation One of the biggest financial challenges women face is negotiating for higher pay. Research shows that women tend to apply for jobs only when they meet 100% of the qualifications, whereas men apply when they meet about 60%. Additionally, women negotiate their salaries less frequently, which can lead to earning significantly less over their careers. A few key takeaways: Ask for what you're worth: Negotiating your salary can add up to over $1 million in additional lifetime earnings. Be creative: If salary negotiations are limited, consider negotiating for more time off, professional development funding, or other benefits. When to Hire a Financial Advisor Not everyone needs a financial advisor, but here are some situations where hiring one might be beneficial: You're juggling multiple income sources or investments. You're going through a major life transition (inheritance, job change, starting a business, etc.). You want expert guidance on optimizing your financial strategy. When choosing an advisor, ask if they are a fiduciary, meaning they are legally required to act in your best interest. You can also ask, “How do you get paid?” to understand whether they work on commission, a flat fee,

Shoot us a message, we are here for you and we listen!LET'S GET REAL: THE PAY GAP IS BULLSHIT - BUT THE INVESTMENT GAP IS WORSE82 cents on the dollar? That's what women still make compared to men in 2025. But hold on to your wallets, because women only own 32 CENTS for every DOLLAR men have invested.In this no-bullshit episode, Stoy Hall tears into why women are still getting financially screwed in 2025 - from corporate loyalty traps to confidence killers. He exposes the ugly truth about why maternity leave is treated as a "risk" and why women's wealth-building has been systematically sabotaged for generations.But this isn't just another bitch session. Stoy drops straight-fire advice on how women can:Recognize their true value and demand what they're worthFind financial advisors who won't mansplain their moneyEmbrace calculated risks to build real wealthThis isn't about playing nice in a broken system. It's about blowing up the barriers keeping women from financial freedom.Ready to close the gap? Listen now and join the wealth revolution at nobswealth.com.Watch the full episode: https://youtu.be/PesMTU-PxTQAs always we ask you to comment, DM, whatever it takes to have a conversation to help you take the next step in your journey, reach out on any platform!Twitter, FaceBook, Instagram, Tiktok, LinkedinDISCLOSURE: Awards and rankings by third parties are not indicative of future performance or client investment success. Past performance does not guarantee future results. All investment strategies carry profit/loss potential and cannot eliminate investment risks. Information discussed may not reflect current positions/recommendations. While believed accurate, Black Mammoth does not guarantee information accuracy. This broadcast is not a solicitation for securities transactions or personalized investment advice. Tax/estate planning information is general - consult professionals for specific situations. Full disclosures at www.blackmammoth.com.

In this episode of J.P. Morgan's “Making Sense,” Joyce Chang is joined by Sam Saperstein and Chi Mac to discuss the eighth annual report on gender parity, highlighting record-high female labor force participation, the gender pay gap and women's representation in leadership roles. Learn about the challenges women face in the workforce and effective policies to tackle them, such as child care subsidies. How can public policy and financial institutions support gender equality and empower women in business?   This episode was recorded on March 5, 2025.   This communication is provided for information purposes only. Please visit www.jpmm.com/research/disclosures for important disclosures. JPMorgan Chase & Co. or its affiliates and/or subsidiaries (collectively, J.P. Morgan) normally make a market and trade as principal in securities, other financial products and other asset classes that may be discussed in this communication. This communication has been prepared based upon information from sources believed to be reliable, but J.P. Morgan does not warrant its completeness or accuracy except with respect to any disclosures relative to J.P. Morgan and/or its affiliates and an analyst's involvement with any company (or security, other financial product or other asset class) that may be the subject of this communication. Any opinions and estimates constitute our judgment as of the date of this material and are subject to change without notice. Past performance is not indicative of future results. This communication is not intended as an offer or solicitation for the purchase or sale of any financial instrument. J.P. Morgan Research does not provide individually tailored investment advice. Any opinions and recommendations herein do not take into account individual circumstances, objectives, or needs and are not intended as recommendations of particular securities, financial instruments or strategies. You must make your own independent decisions regarding any securities, financial instruments or strategies mentioned or related to the information herein. Periodic updates may be provided on companies, issuers or industries based on specific developments or announcements, market conditions or any other publicly available information. However, J.P. Morgan may be restricted from updating information contained in this communication for regulatory or other reasons. This communication may not be redistributed or retransmitted, in whole or in part, or in any form or manner, without the express written consent of J.P. Morgan. Any unauthorized use or disclosure is prohibited. Receipt and review of this information constitutes your agreement not to redistribute or retransmit the contents and information contained in this communication without first obtaining express permission from an authorized officer of J.P. Morgan. Copyright 2025, JPMorganChase & Co. All rights reserved.

In celebration of Women's Month, here's an article that helps women build a strong retirement nest egg despite the many money challenges faced. Listen.

How accountability is the best way to build male allies in the workplace Today's guest as part of this allyship series is the incredible Josh Nesbitt.  Josh is a software engineer and technical leader based in the UK. He's been working on the web for the last 19 years, and during that time, he's worked with a wide range of clients, from indie start-ups to some of the largest organisations in the world. His work spans from hands-on projects building large platforms to leading some of the best-performing teams in the industry. Alongside his work as a consultant, he also runs an internationally recognised conference called All Day Hey!, which brings people from all over the world to the heart of Leeds to learn, inspire and share stories. Which I can highly recommend attending! We chat about why allyship is important, the threat to DEIB initiatives, calling BS on excuses, how to be a better one - and how to create a culture that makes it more accountable and less performative. Listen to this fab conversation where Josh shares some great actions you can start taking today.  Let us know what you think. Link to Josh's event we mention; https://heypresents.com/conferences/2025 Link to connect with Josh; https://www.linkedin.com/in/josh-nesbitt/    --------- Book a chat with Gemma - This is the place to book a call to see how Gemma can help you or your company support female leaders to raise their profile, increase performance and visibility and build more allies.   Get the White Paper > ‘Visibility at Work: The Importance of Self Promotion for Women's Career Progression   I want to hear from YOU so get in touch with me:   Connect with your host Gemma Stow: Website: https://www.gemmastow.com/ LinkedIn: https://www.linkedin.com/in/gemmastow/ LinkedIn: Business Page https://www.linkedin.com/company/no-more-hiding/ Instagram: https://www.instagram.com/nomorehidingco Blue Sky: https://bsky.app/profile/gemmastow.bsky.social

Julius und Christian sind ungewohnt auf Krawall gebürstet! Zwischen flotten Sprüchen und non-toxischer Bromance fliegen einem wieder jede Menge gute Nachrichten um die Ohren. Von Algen bis Gender-Pay-Gap ist alles dabei. Unbedingt anschnallen, denn diese Folge ballert! Eine Produktion von MAKIKO* für die Viva Equality gemeinnützige UG Gastgeber: Julius Bertram, Christian Johann Mitarbeit: Tilman Perez Produktion: MAKIKO*

Il gender pay gap cresce. Cosa accade in Siria. Questo podcast e gli altri nostri contenuti sono gratuiti anche grazie a chi ci sostiene con la membership. Per sostenere il nostro lavoro e ricevere contenuti esclusivi iscriviti alla membership su membership.willmedia.it Learn more about your ad choices. Visit megaphone.fm/adchoices

After International Women's Day, the cupcakes are gone but the pay gap remains. Natalie Flynn, Founder of equidi, joins Jess to break down the real data behind pay inequality, why it still exists, and what can actually be done to fix it. They cover:

In Italia il tasso di occupazione femminile è il più basso tra i 27 paesi dell'Unione europea. Il gap di genere nel tasso di occupazione è quasi il doppio della media Ue, così come è molto marcato il pay gender gap che va da circa 3.000 euro a oltre 14.000 euro in meno. Intanto con la giornalista di Milano Finanza Rossella Savojardo cerchiamo di capire che cosa c'è dietro il caso di corruzione che ha coinvolto il capoluogo lombardo e messo un freno alla legge Salva Milano, mentre approfondiamo la discussione sull'abbassamento dell'Iva sulle ostriche. ... Qui il link per iscriversi al canale Whatsapp di Notizie a colazione: https://whatsapp.com/channel/0029Va7X7C4DjiOmdBGtOL3z Per iscriverti al canale Telegram: https://t.me/notizieacolazione ... Qui gli altri podcast di Class Editori: https://milanofinanza.it/podcast Musica https://www.bensound.com Learn more about your ad choices. Visit megaphone.fm/adchoices

The gender pay gap continues to narrow - but slowly, with women on average earning 78 cents for every dollar a man makes. That's a difference of about $28,500 per year, but it's worse in some industries. - Гендерный разрыв в оплате труда продолжает сокращаться, но медленно. В среднем женщины зарабатывают 78 центов на каждый доллар, зарабатываемый мужчиной.

A recent report by the reveals that gender pay gap continues to narrow but slowly, with women on average earning 78 cents for every dollar a man makes. While this gap remains prominent in some male-dominated industries including finance, we spoke to finance expert Paridhi Jain on how women can navigate pay disparities while searching for a job on their end.

Union und SPD sondieren weiter. Zwischen Frauen und Männern gibt es noch immer deutliche Lohnunterschiede. Und Australien wappnet sich für einen ungewöhnlichen Wirbelsturm.

Ahead of International Women's Day 2025, new research from HRLocker reveals that 40% of firms in Ireland with 50 - 149 employees are unaware of their upcoming legal obligation to report on gender pay disparities. While large (250+ employees) and mid-sized (150 - 249) companies have been reporting since 2022 and 2024, respectively, the findings show that smaller firms are falling dangerously behind, with many at risk of non-compliance. HRLocker surveyed 100 senior HR professionals across businesses of different sizes, revealing a clear divide in awareness and preparedness: 250+ Employees - 80% of HR leaders say they feel fully prepared for reporting requirements. 150-249 Employees - 70% claim to be prepared, yet many (33%) lack confidence in their reporting accuracy. 50-149 Employees - Only 40% are aware of the upcoming requirement, and 58% have no idea how to collect the necessary data. With companies employing 50-149 staff required to submit their first gender pay gap "snapshot" report by the end of June this year, the findings suggest that thousands of Irish businesses need to take urgent action to ensure compliance in time. "International Women's Day is about inspiring inclusion, but our research shows that many Irish businesses still don't fully grasp the scale of gender pay disparity - or their legal obligation to report it," said Crystel Rynne, CEO at HRLocker. "Larger companies have had two years to adjust, but many smaller firms are completely oblivious to the regulation. The fact that over half of the smaller companies we surveyed don't know where to start is a real concern." With the reporting deadline looming, HRLocker's research found that a staggering 65% of HR leaders in businesses with 50-149 employees have never conducted a gender pay analysis, making them the most vulnerable to compliance risks. To comply, businesses must: Identify all employees at a specified reporting date.Gather and analyse pay data, including salaries, bonuses, and overtime. Convert pay figures into hourly rates to ensure fair comparisons. Prepare a written report explaining any gender pay gap and outlining actions to address it. Unlike previous size brackets, companies with 50 - 149 employees are required to choose a date in June as their "snapshot date" for collecting pay data. Their GPG report deadline will then be due five months from that date. For example, if an employer selects 15 June as their snapshot date, their report would be due on 15 November 2025. "The expectation for smaller businesses isn't to achieve perfect equality overnight, but to demonstrate awareness of any disparities and show that they're taking concrete steps to close the gap," states Rynne. "At HRLocker, we know that one of the biggest challenges for businesses - especially smaller ones - is simply accessing and assessing the data needed for Gender Pay Gap reporting. That's why we provide tools and guidance to help companies identify pay disparities, understand the root causes, and take action. We've also made our own Gender Pay Gap report publicly available to give businesses a clear example of what's required. Now is the time to get ahead of this, before reporting deadlines catch businesses unprepared." See more stories here.

I dati sul Gender Pay Gap, ovvero il divario retributivo tra i sessi in Australia, mostrano che per ogni dollaro guadagnato da un uomo le donne guadagnano in media solo 78 centesimi. Il punto del professor di Finanza Massimiliano Tani.

The gender pay gap continues to narrow - but slowly, with women on average earning 78 cents for every dollar a man makes. That's a difference of about $28,500 per year, but it's worse in some industries.

In Italia le donne sono pagate il 20% in meno rispetto agli uomini, nonostante i dati sulla demografia (51,1% donne contro il 48,9% uomini) e nonostante il livello di istruzione (le donne hanno superato gli uomini sia tra i diplomati sia tra i laureati). Intanto analizziamo il "the day after" delle elezioni in Germania, mentre l'Unione europea sospende alcune sanzioni contro la Siria. ... Qui il link per iscriversi al canale Whatsapp di Notizie a colazione: https://whatsapp.com/channel/0029Va7X7C4DjiOmdBGtOL3z Per iscriverti al canale Telegram: https://t.me/notizieacolazione ... Qui gli altri podcast di Class Editori: https://milanofinanza.it/podcast Musica https://www.bensound.com Learn more about your ad choices. Visit megaphone.fm/adchoices

This episode discusses a topic within a new Utah Women & Leadership Project (UWLP) report titled, “Women in the Workplace - Part I: Utahns' Awareness, Understanding, and Attitudes.” This report has four main areas of focus, and today we'll be discussing the area of the gender pay gap.Dr. Susan Madsen, Founding Director of the UWLP, is joined by Stacee Pedersen, one of the leaders of A Bolder Way Forward's Gender Pay Gap spoke. Stacee is the founder and president of Momentum Employer Group and COO of Winward Electric. Support the show

His research on police brutality and school incentives won him acclaim, but also enemies. He was suspended for two years by Harvard, during which time he took a hard look at corporate diversity programs. As a follow-up to our recent series on the Rooney Rule, we revisit our 2022 conversation with the controversial economist. SOURCE:Roland Fryer, professor of economics at Harvard University. RESOURCES:"How to Make Up the Covid Learning Loss," by Roland Fryer (Wall Street Journal, 2022)."Roland Fryer on Better Alternatives to Defunding the Police," by Roland Fryer (The Economist, 2020)."Harvard Suspends Roland Fryer, Star Economist, After Sexual Harassment Claims," by Ben Casselman and Jim Tankersley (The New York Times, 2019)."Why Diversity Programs Fail: And What Works Better," by Frank Dobbin and Alexandra Kalev (Harvard Business Review, 2016)."An Empirical Analysis of Racial Differences in Police Use of Force," by Roland G. Fryer, Jr (NBER Working Paper, 2016)."Getting Beneath the Veil of Effective Schools: Evidence from New York City," by Will Dobbie and Roland G. Fryer (American Economics Journal, 2013)."Financial Incentives and Student Achievement: Evidence From Randomized Trials," by Roland G. Fryer (The Quarterly Journal of Economics, 2011)."Toward a Unified Theory of Black America," by Stephen J. Dubner (The New York Times, 2005).Equal Opportunity Ventures.Intus Care.Reconstruction.Sigma Squared. EXTRAS:"Did the N.F.L. Solve Diversity Hiring?" series by Freakonomics Radio (2024)."The True Story of the Gender Pay Gap," by Freakonomics Radio (2016)."Does “Early Education” Come Way Too Late?" by Freakonomics Radio (2015).