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GPG-830: Bump npm modules
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@malinaslevoaca1
malinaslevoaca1 committed Feb 15, 2022
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2 changes: 1 addition & 1 deletion GenderPayGap.WebUI/Views/AccountCreation/StartPagePrototype.cshtml
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<a href="@(Url.Action("AlreadyCreatedAnAccountQuestionGet", "AccountCreation"))" role="button" draggable="false" class="govuk-button govuk-button--start" data-module="govuk-button">
Start now
<svg class="govuk-button__start-icon" xmlns="http://www.w3.org/2000/svg" width="17.5" height="19" viewBox="0 0 33 40" role="presentation" focusable="false">
<svg class="govuk-button__start-icon" xmlns="http://www.w3.org/2000/svg" width="17.5" height="19" viewBox="0 0 33 40" aria-hidden="true" focusable="false">
<path fill="currentColor" d="M0 0h13l20 20-20 20H0l20-20z" />
</svg>
</a>
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157 changes: 79 additions & 78 deletions GenderPayGap.WebUI/Views/ActionHub/Pages/Effective.cshtml
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@@ -1,4 +1,6 @@
@using GenderPayGap.WebUI.Views.Components.PaginationLinks
@using GovUkDesignSystem
@using GovUkDesignSystem.GovUkDesignSystemComponents
@{
ViewBag.Title = "Actions to close the gap - Gender pay gap service";
Layout = "ActionHubLayout";
Expand All @@ -19,7 +21,7 @@
When putting together a shortlist of qualified candidates, make sure more than one woman is included. Shortlists with only one woman do not increase the chance of a woman being selected.
</p>
</li>

<li>
<h3 class="govuk-heading-s">
Use skill-based assessment tasks in recruitment
Expand All @@ -28,7 +30,7 @@
Rather than relying only on interviews, ask candidates to perform tasks they would be expected to perform in the role they are applying for. Use their performance on those tasks to assess their suitability for the role. Standardise the tasks and how they are scored to ensure fairness across candidates.
</p>
</li>

<li>
<h3 class="govuk-heading-s">
Use structured interviews for recruitment and promotions
Expand All @@ -46,7 +48,7 @@
</ul>
</div>
</li>

<li>
<h3 class="govuk-heading-s">
Encourage salary negotiation by showing salary ranges
Expand All @@ -61,7 +63,7 @@
If women negotiate their salaries more, they will end up with salaries that more closely match the salaries of men.
</p>
</li>

<li>
<h3 class="govuk-heading-s">
Introduce transparency to promotion, pay and reward processes
Expand All @@ -72,7 +74,7 @@
Introducing transparency to promotion, pay and reward processes can reduce pay inequalities.
</p>
</li>

<li>
<h3 class="govuk-heading-s">
Appoint diversity managers and/or diversity task forces
Expand Down Expand Up @@ -101,76 +103,75 @@
</ol>
</div>

<div class="govuk-accordion" data-module="govuk-accordion" id="accordion-default">
<div class="govuk-accordion__section ">
<div class="govuk-accordion__section-header">
<h2 class="govuk-accordion__section-heading">
<span class="govuk-accordion__section-button" id="accordion-default-heading-1">
References
</span>
</h2>
</div>
<div id="accordion-default-content-1" class="govuk-accordion__section-content" aria-labelledby="accordion-default-heading-1">
<div class="reference-list">
<ol class="govuk-list govuk-list--number">
<li>
<h4 class="govuk-heading-s">Include multiple women in shortlists for recruitment and promotions</h4>
<p class="govuk-body">
Johnson, S. K., Hekman, D. R., & Chan, E. T. (2016). If there’s only one woman in your candidate pool, there’s statistically no chance she'll be hired. Harvard Business Review, 26(04).
</p>
</li>

<li>
<h4 class="govuk-heading-s">Use skill-based assessment tasks in recruitment</h4>
<p class="govuk-body">
Cabrera, M. A. M., & Nguyen, N. T. (2001). Situational judgment tests: A review of practice and constructs assessed. International Journal of Selection and Assessment, 9(1‐2), 103-113.
</p>
</li>

<li>
<h4 class="govuk-heading-s">Use structured interviews for recruitment and promotions</h4>
<ul class="govuk-list">
<li>
Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67(1), 241-293.
</li>

<li>
Oh, I., Postlethwaite, B.E. & Schmidt, F.L. (2013). Rethinking the validity of interviews for employment decision making: Implications of recent developments in meta-analysis (Chapter 12, pp. 297-329). In D. J. Svyantek & K. Mahoney (Eds.), Received wisdom, kernels of truth, and boundary conditions in organizational studies.
</li>
</ul>
</li>

<li>
<h4 class="govuk-heading-s">Encourage salary negotiation by showing salary ranges</h4>
<ul class="govuk-list">
<li>
Leibbrandt, A., & List, J. A. (2014). Do women avoid salary negotiations? Evidence from a large-scale natural field experiment. Management Science, 61(9), 2016-2024.
</li>

<li>
Mazei, J., Hüffmeier, J., Freund, P. A., Stuhlmacher, A. F., Bilke, L., & Hertel, G. (2015). A meta-analysis on gender differences in negotiation outcomes and their moderators. Psychological Bulletin, 141(1), 85.
</li>
</ul>
</li>

<li>
<h4 class="govuk-heading-s">Introduce transparency to promotion, pay and reward processes</h4>
<p class="govuk-body">
Castilla, E. J. (2015). Accounting for the gap: A firm study manipulating organizational accountability and transparency in pay decisions. Organization Science, 26(2), 311-333.
</p>
</li>

<li>
<h4 class="govuk-heading-s">Appoint diversity managers and/or diversity task forces</h4>
<p class="govuk-body">
Dobbin, F., & Kalev, A. (2016). Why diversity programs fail. Harvard Business Review, 94(7/8), 52-60.
</p>
</li>
</ol>
</div>
</div>
</div>
</div>
@(Html.GovUkAccordion(new AccordionViewModel()
{
Sections = new List<AccordionSectionViewModel>
{
new AccordionSectionViewModel
{
Heading = "References",
Html = @<text>
<div class="reference-list">
<ol class="govuk-list govuk-list--number">
<li>
<h4 class="govuk-heading-s">Include multiple women in shortlists for recruitment and promotions</h4>
<p class="govuk-body">
Johnson, S. K., Hekman, D. R., & Chan, E. T. (2016). If there’s only one woman in your candidate pool, there’s statistically no chance she'll be hired. Harvard Business Review, 26(04).
</p>
</li>

<li>
<h4 class="govuk-heading-s">Use skill-based assessment tasks in recruitment</h4>
<p class="govuk-body">
Cabrera, M. A. M., & Nguyen, N. T. (2001). Situational judgment tests: A review of practice and constructs assessed. International Journal of Selection and Assessment, 9(1‐2), 103-113.
</p>
</li>

<li>
<h4 class="govuk-heading-s">Use structured interviews for recruitment and promotions</h4>
<ul class="govuk-list">
<li>
Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67(1), 241-293.
</li>

<li>
Oh, I., Postlethwaite, B.E. & Schmidt, F.L. (2013). Rethinking the validity of interviews for employment decision making: Implications of recent developments in meta-analysis (Chapter 12, pp. 297-329). In D. J. Svyantek & K. Mahoney (Eds.), Received wisdom, kernels of truth, and boundary conditions in organizational studies.
</li>
</ul>
</li>

<li>
<h4 class="govuk-heading-s">Encourage salary negotiation by showing salary ranges</h4>
<ul class="govuk-list">
<li>
Leibbrandt, A., & List, J. A. (2014). Do women avoid salary negotiations? Evidence from a large-scale natural field experiment. Management Science, 61(9), 2016-2024.
</li>

<li>
Mazei, J., Hüffmeier, J., Freund, P. A., Stuhlmacher, A. F., Bilke, L., & Hertel, G. (2015). A meta-analysis on gender differences in negotiation outcomes and their moderators. Psychological Bulletin, 141(1), 85.
</li>
</ul>
</li>

<li>
<h4 class="govuk-heading-s">Introduce transparency to promotion, pay and reward processes</h4>
<p class="govuk-body">
Castilla, E. J. (2015). Accounting for the gap: A firm study manipulating organizational accountability and transparency in pay decisions. Organization Science, 26(2), 311-333.
</p>
</li>

<li>
<h4 class="govuk-heading-s">Appoint diversity managers and/or diversity task forces</h4>
<p class="govuk-body">
Dobbin, F., & Kalev, A. (2016). Why diversity programs fail. Harvard Business Review, 94(7/8), 52-60.
</p>
</li>
</ol>
</div>
</text>
}
}
}))

@{
var leftLink = new PaginationLinkViewModel
Expand All @@ -179,14 +180,14 @@
Text = "Overview",
Url = Url.Action("Overview", "ActionHub")
};

var rightLink = new PaginationLinkViewModel
{
Title = "Next",
Text = "Promising Actions",
Url = Url.Action("Promising", "ActionHub")
};

await Html.RenderPartialAsync("/Views/Components/PaginationLinks/PaginationLinks.cshtml", new PaginationLinksViewModel
{
LeftLink = leftLink,
Expand All @@ -198,4 +199,4 @@
<a class="govuk-link print-link" href="/public/assets/pdf/Evidence-based_actions_for_employers.pdf">
Print entire guide (PDF)
</a>
</p>
</p>
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