Does Your Boss Value You?

Men, Employees, Suit, Work, Greeting

It has been an interesting few weeks and one of those things that has struck me is the continuing discussion around . The announcement at the start of last week that under government reforms that the UK’s biggest firms might need to show how much more their chief executives are compensated compared with the average employee. Whilst the CEO is often critical in steering the management of several companies, I feel that, in a great deal of cases, they’re not essential to the success of the company and the value placed on their abilities is often too large. In many businesses both public and private the management pay scale far outweighs that of the people that actually create the merchandise, provide the services or carry out the administration. Whilst it’s important to have people that provide direction and make often difficult choices, there are far too many in this position. If all’the employees’ weren’t around then nothing would have to be handled because there would be no goods or services. The point I am trying to make is that there’s too wide a gulf and it just seems to be getting wider. When our nurses complain since they’re restricted to a 1 percent pay rise across the NHS board you may understand it. If you are a manger already earning #60,000 annually an additional #50 a month is fine, if you are a nurse earning #23,000 an additional #19 per month isn’t helpful.

They feel valued and know that their function is respected so that they work hard and care for our customers, which reflects well on our interaction with the customers also. It is a winwin situation. Many smaller companies run this way.

I would love to find companies reducing the pay divide across all sectors of the marketplace. I am positive the results achieved by this action would be amazing and could place the UK on a solid path of economic growth with a more satisfied work force.

There’s absolutely not any justification for two people who do exactly the same job being paid different amounts of money.

Whilst this is good news it only goes to underline the amount of the problem. Yes, the issue is one of sex. Girls are often seen as unable to take out higher level jobs. Here is an idea Ladies, another kid you have, no matter sex, call them John. Would you believe there are more guys called’John’ running FTSE 100 businesses than there are real women directors!

see here now, I also feel that girls are somewhat to blame. We’ve been so desperate to prove ourselves, as great as, if not better, than our male counterparts that we’ve allowed them to limit our wages. Falsely believing that it’s much better to find the job, with lesser pay than we think others could be compensated, because when it’s realised exactly how competent we are that the salary increases would follow. My own experience is that when you have accepted this type of role, you’ve made a rod for your back and it’s quite tricky to negotiate massive increases to equalise the cover. Girls have qualities that men do not and these have to be appreciated. Yes, we frequently have kids that disturb our professions, but what we learn from this kind of experience is worth its’weight in gold’. It doesn’t diminish our value to the work force, it enhances it.

Although gender is a problem for pay, it’s not the only one. In a report completed by Sir John Parker last year that he found that only 8% of all directors are non-white. Only seven firms accounted for a third of all directors hailing from ethnic minority backgrounds, while 53 companies didn’t have one non-white executive on the board. With our ever changing UK civilization this can’t be good or right for these companies if there isn’t a fair representation of the workforce as a whole.

There’s not any quick, simple solution to such issues but the more that the issues are highlighted and spoke about the nearer we will move to obtaining the inequalities corrected. It’s everybody’s duty to question bias, in whatever form, as it rears its ugly head and there’s absolutely not any excuse not to. I do not believe in positive discrimination for a means to place women or ethnic minorities on the board. However I do believe that the best individual, whoever that it, ought to be selected and paid accordingly.

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