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Perhaps the biggest change/reform which will have the more far reaching implications is Gender Pay Gap reporting. These rules are now in force and private and voluntary sector organisations with 250 or more employees should have already taken a "snapshot" of their payroll data on 5 April (31 March for public sector organisations) to prepare and publish a report on any gap between male and female renumeration by 4 April 2018.

Like other countries who are further ahead of the UK in this arena, it is important for companies/organisations to consider how they will close any pay gap. There will be no "quick fixes".  

Change will only come from addressing gender diversity in the workplace more widely.  

A lot of companies already do a lot of great things (flexible working policies, initiatives to improve female representation across the business in more traditionally male orientated roles and also in senior positions), however these positive initiatives will have to be promoted and demonstrate how they will address any problem areas an organisation may have. There may also need to be an even deeper understanding of the issues, for example through an equal pay audit.

We are likely to see a lot more great initiatives, like the event - Soroptimists MK are holding on 10th May - Female Futures- which I will be attending.  

What as a business are you doing to ensure there is no unconscious bias in your whole recruitment process?

Or your development and succession planning process?

Realise that this reform is here to stay;
Aspire to ensure as a business you are doing everything possible and have a true understanding of any problem areas which gaps exist; and
Do promote all the positive initiatives you have underway to address any problem areas.