Kirsten Tisdale, Aricia Limited presents at CILT International Convention 2019 in Manchester

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Kirsten Tisdale BSc FCILT FRSA MIoD, Aricia Limited
Inspiring change: The Gender
Pay Gap and Why it Matters

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Why it matters
http://bit.ly/PwC_TalentRace_2012 | http://bit.ly/DHL_TalentShortage_2017
http://bit.ly/ILO_GenderPay_2018 | http://bit.ly/CMI_Interview_2018
http://bit.ly/Glassdoor_DivInc_2017
“Transportation and logistics
as a sector isn’t viewed as
attractive by most job seekers
– when it’s considered at all”
PwC 2012
“The supply chain sector is facing
a talent shortage that is quickly
escalating from a gap to a
potential crisis”
Report for DHL Supply Chain 2017
Gender balanced executive
teams would contribute about
£150Bn pa to the UK economy
CMI CEO 2018 (All sectors)
The mean hourly gender pay
gap = 19%
ILO 2018 (All sectors, global)
“Nearly three in five (59%) hiring
decision makers report that a lack of
investment in diversity and inclusion
is a barrier or challenge their
organization faces in attracting and
hiring quality candidates”
Glassdoor 2017

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What I’m going to cover today
• Gender gap, gender pay gap, gender leadership gap
• Diversity - not just gender
• How does logistics & transport perform?
• Is diversity better for business?
• Is there anything we can do?
• Why me?

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Wider issues: gender gap - not just pay
• 88% of countries -
restrictions against
women in the
workplace in law
• 59 countries - no laws
against sexual
harassment in the
workplace
• 18 countries - women
can be legally
prevented from
working
http://bit.ly/WEF_GenderGap_2018
http://bit.ly/IMF_Lagarde_2019
Economic participation, Educational attainment,
Health and survival, Political empowerment

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-9% to +14%
Wider issues: pay gaps – not just gender
• And there are other gaps: age, generation, class, married status (chicken v egg?), height…
http://bit.ly/RF_EthnicityPayGap_2018
http://bit.ly/TUC_DisabilityPayGap_2018
http://bit.ly/IZA_OrientationGap_2014
-19% -15%
Race / ethnicity Disability Sexual orientation

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Gender pay gap: logistics & transport
• Smaller bar is
‘fairer’
• Legal requirement
UK companies with
250+ employees
• 2019 median of
‘median hourly pay
differences’
• How is this
calculated?...
http://bit.ly/UKGov_GenderPayGap

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• The reason the median gender pay gap is low in, say, storage is because the comparison is
of the pay of male and female medians who both tend to be operatives:
Reasons and causes
http://bit.ly/ONS_PayGap_ByOcc
• The UK’s Office for National Statistics has also examined the gender pay gap and studied
various factors, including the difference in pay for people doing the same job:
• Occupation and sector, region, business size, full versus part-time, age and tenure…
• These factors only explain 36.1% of the gender pay gap
£ £

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Gender leadership gap: our sector
• Also part of submission
to UK government
• How is this calculated?
• Darker green = greater
% female in top quarter
of company
http://bit.ly/UKGov_GenderPayGap

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Concrete results …at your competitors!
• Focused recruitment programmes - easyJet’s ‘Amy
Johnson’ initiative to increase its number of women
pilots - 15% of easyJet new entrant pilot were female
in 2018
• Promoting both female and male role models - a
recruitment microsite and proactively using social
media to do this for Martin Brower’s new DC led to
+6% female hire rate
• Specific training for senior roles – the MD of Hull
Trains was promoted to her first MD role while on
FirstGroup’s Women’s Career Development
Programme
http://bit.ly/easyJet_GenderAction
http://bit.ly/MartinBrower_GenderAction
http://bit.ly/FirstGroup_GenderAction

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Diversity: better for business
• Diversity can improve innovation, decision-making, corporate governance, risk aversion,
reputation, attractiveness to investors and to talent pool …but what about the hard cash?
http://bit.ly/BusinessInsider_DiversityBenefits_2017
http://bit.ly/Catalyst_GenderBenefits_2011
http://bit.ly/Gallup_GenderBenefits_2014
http://bit.ly/McKinsey_DiversityBenefits_2018
Author Size of study Area of study Benefits
Catalyst
524 companies
(Fortune 500 =
world’s largest)
≥3 women board directors in
4 out of 5 years (versus zero
women directors)
Return on sales +84%
Return on Invested Capital +60%
Return on Equity +46%
Gallup
>800 business
units in two US
companies
Gender-diverse business units
(versus mainly one gender)
Higher average comparable revenue
Retail +14%
Hospitality +19%
McKinsey
>1000
companies in
12 countries
Companies in top quartile for
ethnic/cultural diversity in
executive teams
+33% more likely to have
industry-leading profitability

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Actions WE can ALL take
• Review job titles
• Avoid bias eg language in ads
• Use anonymised CVs
• Have diverse interview panels
• Interview for competence not confidence or
agreeability
• Benchmark wages and roles
• Formalise mentoring activities
• Defined promotion and bonus evaluation
• Have some relevant KPIs and metrics
• Challenge everything you do that influences
recruitment and retention
• Women – step up, apply, ask for
promotions and pay rises!
• Men – be allies – make sure women’s
voices are being heard
• Job applicants – ask – what action is this
company taking?
• Senior people – challenge your team
• Put your money where your mouth is
http://bit.ly/GenderPayGapForFocus | http://bit.ly/CompetenceVersusConfidence
http://bit.ly/BiasedReaction | http://bit.ly/CMI_GenderActions_2018

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Kirsten Tisdale
www.aricia.ltd.uk/articles.aspx
www.aricia.ltd.uk/updates.aspx