Investors are now scrutinising ESG S scores more than ever — and gender pay gap data and actions are playing a central role in their decision-making. In this episode, we explore how ESG reporting, social metrics, and workforce equality initiatives are influencing investment decisions and what HR and corporate leaders need to know to stay ahead.

We cover:

• How ESG S metrics, including pay gap reporting, affect investor confidence

• Why pay equity actions are becoming critical for ESG compliance

• Steps HR teams can take to improve ESG S scores through actionable initiatives

• How companies can link workforce data and social responsibility reporting to demonstrate impact

• Practical strategies for preparing HR and pay gap data for investor review

Whether you're an HR leader, executive, or ESG professional, this episode will help you understand how pay gap actions are shaping ESG scores and, ultimately, investor decisions. Learn what investors are looking for and how to ensure your organisation meets these evolving expectations.

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Resources

Access your ESG Pay Gap Checklist

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Today I explain why publishing a pay gap report is only the beginning — not the end — of the work. I talk you through exactly what your board will want to see next: a clear narrative, a focused and costed action plan and visible leadership accountability.

Tune in to discover practical ways to present your data in a way that drives real change.

In this episode, I discuss:

• Why pay gap reporting is just the starting point, and what boards really want to know.

• How to move beyond the data with a focused and costed action plan that addresses root causes.

• The importance of visible leadership ownership, making sure this isn't seen as just HR's responsibility.

• Best quote

• "Boards don't just want data; they want direction. They want to know what you're going to do about the pay gap you're presenting."

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In this insightful episode, I spoke with Sarah Stanton, Chief People Officer at National Gas, to explore their journey in addressing gender and ethnicity pay gaps. Sarah shares practical strategies, challenges, and successes in fostering diversity, equity, and inclusion (DEI) within a traditionally male-dominated industry. From recruitment tactics to retention programs, this conversation uncovers the realities of driving systemic change in the workplace.

• On Recruitment: "Women tend to think, 'If I don't meet 90% of the criteria, I shouldn't apply.' We honed in on 3–4 key skills to widen the talent pool."

• On Retention: "Sponsorship is about advocacy—bringing women into the room and creating opportunities."

• On Inclusion: "Simple fixes, like redesigning PPE for women, can remove daily barriers. Men often don't realise these challenges exist."

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• Follow Sarah Stanton on LinkedIn.

• Explore National Gas's DEI initiatives: Diversity, Equity and Inclusion | National Gas

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