Close the Gap is hiring!
We’re looking for an enthusiastic person to work on an exciting new project to develop and pilot an Equally Safe employer accreditation programme. Equally Safe is Scotland’s violence against women strategy which recognises that violence against women is a cause and consequence of gender inequality, and that tackling women’s labour market inequality will reduce violence against women.
Committed to women’s labour market equality, you’ll be working within our small, busy team to develop and pilot an innovative employer accreditation programme. You’ll be working to influence employers to participate in the pilot to improve their equalities practice and advance women’s equality in the workplace. You’ll also be developing materials, writing reports and gathering data to support the effective delivery of the pilot.
There's some further information on the role below, including closing and interview dates, and a link to the application pack.
Programme Officer (Equally Safe Employer Accreditation)
Salary: £27,500 (plus 10%
Hours: 34 hours per week
Location: The post is based in Glasgow city centre at 166 Buchanan Street.
Close the Gap is committed to being an equal opportunity employer, and we welcome applications from all sectors of the community.
Flexible working options are available for this role.
The post is fixed term, funded until March 2020.
Close the Gap is Scotland’s national policy and advocacy organisation working on women’s labour market participation. We work strategically with policymakers, employers and unions to address the causes of women’s inequality at work. We have been operating since 2001.
You can download the application pack here:
Completed electronic applications must be sent to: firstname.lastname@example.org.
You may also return your application by post to:
Close the Gap
166 Buchanan Street
Glasgow G1 2LW
The closing date for all applications is Friday 19 January 2018. Interviews will be held on either Tuesday 30 January, Wednesday 31 January or Thursday 1 February 2018. You will hear from us by Thursday 25 January 2018 if you are being invited to interview.
We value diversity in our workforce, and welcome enquiries from everyone.
Scottish Government's Programme for Government for 2017-2018 announced the establishment of a Scottish National Investment Bank. The consultation on this closed on Monday this week.
Alongside sister organisations Engender, the Scottish Women's Budget Group, and Women's Enterprise Scotland, we've produced seven principles which we believe are vital for creating a gender-competent national investment bank.
Investing in infrastructure should not only mean investment in bricks, steel, and fibre optic cable. Investment in childcare has the same type of impact, and should be considered as infrastructure.
Growth can come from sectors we don’t immediately associate with productivity such as childcare and long-term care. Unpaid care also underpins our ‘productive’ economy. We want to see care become a key sector of Scotland’s economic strategy and a focus of the Scottish investment strategy.
Our investment bank should invest in research and development, but the jobs and technologies it creates should benefit men and women, boys and girls. Investment in science and technology should create opportunities for women and girls to benefit on an equal basis, reflecting the differences in their lived experience of health and wellbeing, play, propensity to care, cultural and social interests, and safety.
Success shouldn’t only be measured by GVA or GDP but by an increase in wellbeing of the people of Scotland. Wellbeing indicators should be created and used to measure the bank’s performance.
Women’s businesses should stop being undercapitalised, so that they can be as successful as men’s businesses. If the numbers of women-led businesses increased to equal those of men, it would lead to a 5% increase in GDP, equivalent to £7.6bn.
The Bank should be governed by a gender-balanced, gender-competent leadership team. It should gather and publish gender-disaggregated data about its investments, programmes, and services. Its offer should be gender-sensitive and aware that many women start businesses because of their experience of sexism and racism in employment.
You can read our response to the consultation here.
To mark Equal Pay Day, Close the Gap launches new online tool to support employers to report their gender pay gap under new UK regulations
Today is Equal Pay Day, the day from which women are effectively working for free for the rest of the year because of the gender pay gap. Two weeks ago the new national gender pay gap figures were released, which showed Scotland’s pay gap hasn’t budged since last year, as women in Scotland are still paid on average 15% less than men.
There has been little progress on narrowing the pay gap in recent years. The gender pay gap will not close on its own, and it’s time for decisive action from employers to help close the gap.
To mark Equal Pay Day, Close the Gap has launched a new online tool for employers who are required to report their gender pay gap under the new UK Gender Pay Gap Information Regulations 2017.
The free tool, Close Your Pay Gap, is a unique, innovative online resource which enables employers to:
- Generate their pay gap information;
- Identify priority areas for their organisation by answering a short series of questions; and
- Receive a bespoke report and action plan for addressing the pay gap in their organisation.
The easy to use online tool provides detailed, tailored guidance around an organisation’s employment practice in five key areas which align with the causes of the gender pay gap:
- Pay, performance and bonuses;
- Flexible and part-time working;
- Recruitment and promotion;
- Training and development; and
- Workplace culture.
Employers that take steps to reduce their pay gap are more productive, more innovative and more profitable, and are able to draw from a wider pool of skills and talent. When employers take action on the pay gap everybody benefits, as evidence shows closing the gender gap in employment is worth up to £17bn to Scotland’s economy.
To use the tool visit www.closeyourpaygap.org.uk
As national gender equality organisations and campaigns, Close the Gap, Engender, Equate Scotland, Rape Crisis Scotland, Scottish Women’s Aid, Women 50:50 and Zero Tolerance support the realisation of rights of trans people.
For over a decade, we have engaged in constructive dialogue with our colleagues in the Scottish Trans Alliance, Equality Network, LGBT Youth Scotland and Stonewall Scotland. We have shared knowledge, explored complex practicalities and developed sensible policy positions on trans inclusion. We do not regard trans equality and women’s equality to contradict or be in competition with each other. We listen carefully to each other’s ideas and concerns and collaboratively create solutions, including the maintenance of women only spaces and services. Rape Crisis and Women’s Aid in Scotland provide trans inclusive services on the basis of self- identification.
We support the Equal Recognition campaign and welcome the reform of the Gender Recognition Act. The complexity, restrictions and expense of the current gender recognition process particularly discriminates against trans people who are disabled, migrant, minority ethnic, unemployed, homeless, fleeing domestic abuse, young or non-binary. Enabling trans people to smoothly change their birth certificates at the same time as they change their other identity documents is a much needed positive step forward for society.
We will continue to work collaboratively with Scottish Trans Alliance and other equality organisations with the aim of ensuring that new processes are appropriately designed and without unintended consequences. Areas for discussion as the reforms proceed are the collection and use of gender disaggregated data and the approach to sex offenders within the prison estate.
Close the Gap calls for cohesive, strategic response as new figures show Scotland’s gender pay gap hasn’t budged
Close the Gap has calculated the new gender pay gap figures for Scotland following the release of the Annual Survey of Hours and Earnings by the UK Office for National Statistics this morning. The bad news is Scotland’s pay gap hasn’t budged since last year, which sees women still being paid on average 15% less than men. It’s even worse for women working part-time who earn on average a staggering 32% less than men working full-time. Again, no change since last year. In fact, there’s been very little progress on narrowing the pay gap at all in recent years.
The figures make grim reading for working women in Scotland. Women’s employment continues to be clustered in undervalued, low-paid jobs, such as cleaning, caring and retail. After having children, or while having to do other types of unpaid care, women are still held back by the lack of quality part-time and flexible working.
Close the Gap has welcomed the new UK gender pay gap information regulations that require large companies in the UK to report their pay gap, but they don’t go far enough. The public sector equality duty has shown us that pay gap reporting alone will not close the gap. Without taking steps to change their employment practice and reduce their pay gap, employers are missing out on women’s under-used skills and talents. We’re developing a new online tool to support employers to report their pay gap, and most importantly, to support them in developing actions that will make a difference to their pay gap. It’s going to be launched in November, so watch this space.
The pay gap is an endemic problem which requires a cohesive, strategic response to address its many inter-related causes. We enthusiastically welcomed the Scottish Parliament Economy, Jobs and Fair Work Committee inquiry into the pay gap which recognised clear gains to Scotland’s economy worth up to £17bn. We co-ordinated a joint response to the inquiry from Scotland’s expert national women’s organisations, in which we supported the Committee’s call for Scottish Government to develop a national strategy on the pay gap. It’s time to translate the rhetoric around the pay gap into substantive action, and create meaningful change for women.
Over the next few weeks we'll be updating our annual paper on gender pay gap statistics but in the meantime you can read last year's here.