Our 2024 report highlighted representation of individuals from ethnic minority backgrounds has decreased from 12.6% to 8.9%. This reduction moves the sector further away from the UK’s overall workforce representation of ethnic minority workers. See if any changes have been made over the past 12 months by submitting your company’s data for this year’s survey: https://lnkd.in/eyCRDfyD

Our 2024 report highlighted representation of individuals from ethnic minority backgrounds has decreased from 12.6% to 8.9%. This reduction moves the sector further away from the UK’s overall workforce representation of ethnic minority workers. See if any changes have been made over the past 12 months by submitting your company’s data for this year’s survey: https://lnkd.in/gg9NPZay

Our 2024 report highlighted representation of individuals from ethnic minority backgrounds has decreased from 12.6% to 8.9%. This reduction moves the sector further away from the UK’s overall workforce representation of ethnic minority workers. See if any changes have been made over the past 12 months by submitting your company’s data for this year’s survey: https://lnkd.in/evU5zEAF

Recent data from Jobs and Skills Australia reveals that regardless of which pay gap measure or benchmark is used, First Nations women have the highest gender pay gaps in Australia. All businesses must play a role in ending this gap and building a future free from violence. [Alt: Cream and purple text on a navy background: First Nations women in Australia have a pay gap of 38% over 10 years, the highest of any group. Source: New Perspectives on Old Problems: Gendered Jobs, Work and Pay, Jobs and Skills Australia, 2025.]

This day raises awareness of how Latina women experience wage gaps and the impact upon communities. We continue to strive, support, and uplift all women and their ability to earn equal wages. Latinas working full-time, year-round were paid 58 cents, and all earners (including part-time and seasonal workers) were paid 54 cents for every dollar paid to non-Hispanic white men in 2024. Learn more, https://ow.ly/vIBA50WM4vM Image source: AAUW

Today marks Latina Equal Pay Day — a reminder of the persistent wage gap that impacts not only Latina women, but families and entire communities. Latinas working full-time, year-round were paid just 58 cents, and all earners (including part-time and seasonal workers) 54 cents for every dollar paid to non-Hispanic white men in 2024. We must continue to advocate, uplift, and create pathways for equity — ensuring every woman is valued and compensated fairly for her contributions. 👉 Learn more: https://ow.ly/vIBA50WM4vM #LatinaEqualPayDay #EqualPay #Equity #WomenInLeadership #Advocacy

One expert explains how employers can expand their outreach and inclusion efforts to recruit, retain, and support Native American workers. https://lnkd.in/ePzuWymq

Australia’s population is ageing. By 2030 there will be more people aged over 50 than under 10!!! We’re living longer, healthier lives, and with slowing birth rates, an aging population is creating new challenges both here in Australia and around the world. For workplaces, one of the biggest issues remains the AGE DISCRIMINATION. A growing concern in all fields but here are some numbers to cover the Tech industry. Key findings: - 1 in 4 HR professionals consider candidates over 50 to be "too old" for new roles. - 53% of jobseekers aged 50 and above have faced age-based discrimination during the recruitment process. - 20% of employees report encountering age discrimination in the workplace, a significant increase from 9.6% in 2016. - 40% of employers are open to hiring jobseekers aged 15–24, while less than 30% consider candidates over 65 for employment. Gendered Ageism: - Women over 50 are more likely to feel disadvantaged in recruitment processes due to age discrimination. - Women in leadership face age-related criticism regardless of their age, encountering a "double-whammy" bias that hampers their promotion and leadership opportunities. It's time to challenge outdated biases and recognise that experience is an asset, not a limitation. Let's work together to create workplaces that reflect the strength of every generation.

📣 Attention employers in federally regulated private sector workplaces: Curious about how employment equity data is shifting in your sector? The 2024 Employment Equity Act Annual Report is now available, featuring the latest 2023 figures. - Women: 39% of the workforce - Indigenous people: Holding steady at 2.4% - Persons with disabilities: Rising to 5.2% - Members of visible minorities: Now make up 30% of the workforce, with steady growth across the board See where we’ve made progress ➡️ https://ow.ly/s60u50X75vu

The Employment Equity Act came into effect in 1986 in Canada following the 1984 Abella report that outlined a number of systemic barriers. It’s gone through only 1 major revision in 1995, and a major review more recently in 2023. While the recommendations of the 2023 taskforce review have not come into force, federally regulated employers still have an obligation to understand and remove barriers that prevent equal participation of all Canadians. Where we have made gains, is in representation - but other indicators related to pay equity, respect, board membership etc still show significant gaps for designated equity deserving groups. Check out the Labour Program’s report to learn more! Their focus is on representation and pay gaps.