The laws requiring companies to post salary ranges help level pay disparities in some ways. But these steps may not go far enough.

When women work for other women, clashes are notorious – even inevitable. But that narrative doesn't tell the whole story.

Effects from the pandemic have set back many workers. For women of colour, these factors have compounded to hurt their growth potential even more.

More women than ever before are running the world’s biggest companies, but research shows that the rise in representation has been accompanied by a fall in trust in female leaders. It paints a grim picture for those who manage to break through the metaphorical glass ceiling.

Paternity leave, which comes with multiple benefits, is more widely offered than ever before. So, why aren't more men taking it?

Women who make it to the top of their professions have often made huge personal sacrifices that men in comparable positions typically have not. What’s more, a growing body of research shows that social conditioning is leading women and men to make decisions unconsciously that perpetuate this trend.

Many companies in the UK are looking for reasons to be exempt from the pay information requirement. For example, several large professional services and law firms last year came under fire for arguing that their top-earning partners, who in most cases were predominantly male, were “owners” rather than “employees”, thereby taking them out of pay gap calculations.