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With only three months to go until the next round of gender pay gap reporting, the pressure is on for many companies to find ways to show improvement on last year’s rather dismal results.

"Organisations have spent absolute fortunes on various different interventions, but the fact of the matter is, they just haven’t moved the needle”.

Dominie talks to Channel 4 News' Economics Correspondent Helia Ebrahimi about the overlooked talent pool and tackling the gender pay gap.

With the business case for greater diversity now well established, organisations should want every competitive advantage available to them.

"What is clear is that we need to work harder to change City recruitment practices, as well as managerial attitudes that are attuned to the needs of both genders".

"The enlightened firms know they are in trouble, and they are actively looking for solutions to diversity and inclusion challenges...we all need to work together and take action, and there’s no time to waste".

It’s tougher than ever to hire techies in London as the industry booms. Amid record demand, there’s a shortage of homegrown talent, while Brexit and visa curbs are keeping overseas candidates at bay.

With compelling financials around gender diversity, we would hope that those in charge of our biggest companies would want every competitive advantage available to them.

Is automated recruitment encouraging diversity or working against it? That’s a complex question – and I think the answer will vary from firm to firm – but it’s definitely one we should be asking.

Pay is affected by career breaks and how innovative a sector is