Dr. Kara McGann:

Let me speak about the point on progression for individuals on part-time or reduced hours. This is a priority. Discrimination and bias, while they can be systemic or overt, intentional or unintentional, can also come through in organisational policies and practices that may have unintended consequences. We absolutely need to see a change in how we do things. I refer to getting rid of prototypes concerning what a particular role requires or what a career trajectory should look like. Many employers are considering this and establishing focus groups with their workforce to determine how particular policies play out for various cohorts, who will have different experiences and working patterns. It is a question of putting steps in place to make sure progression and development opportunities, and others, exist. This is part of an organisation's role in addressing the gender pay gap. This may very well be one of the elements that needs to be addressed, so it is a key area for us.