Gadolinium. A fission product of uranium-235.

From an accounting point of view, the amount of a company's total borrowings divided by its share capital.

A detection instrument used to detect particles of ionising radiation - alpha particles, beta particles or gamma radiation. Named after Hans Geiger (1882-1945).

Law360: Inside the LED-lit choir room of Glide Memorial Church in San Francisco's Tenderloin neighbourhood, lawyers with a free legal clinic greeted new clients as they walked in from the noisy street outside. At first glance, the scene looked the same as any other legal walk-in clinic around the country. But the sessions at Glide Unconditional Legal Clinic revealed something cutting-edge—lawyers were using generative AI tools to give pro se litigants quick and creative legal aid it would be hard for them to get otherwise.

MLex: A second draft of the EU’s voluntary code of practice on generative AI softens several transparency commitments under the EU AI Act, making some measures optional and scaling back marking requirements. It clarifies obligations for developers and users, drops common content definitions and makes the proposed EU icon voluntary. Feedback is due by 30 March 2026, following which a final draft is expected in May 2026 or June 2026.

Member States were required to transpose Directive(EU) 2022/2381 (Gender Balance on Corporate Boards Directive) into national law by 28 December 2024. The Directive sets targets for EU large listed companies to achieve 40% representation of the underrepresented sex among non-executive directors and 33% among all directors by 30 June 2026. The legislation introduces binding measures for selection procedures, including a preference rule for equally qualified candidates of the underrepresented sex. The Commission will monitor compliance and may initiate infringement proceedings against Member States failing to properly transpose or implement the Directive.

Gender identity describes a person’s deeply felt internal sense of their own gender (for example, male, female, non-binary or another identity), which may or may not correspond with the sex registered at birth. In legal practice across England & Wales, Scotland, Northern Ireland and Ireland, the term is used in equality, discrimination, employment, education, healthcare and family law to identify and protect individuals on the basis of how they understand and live their gender. In the UK, “gender reassignment” is the main protected characteristic under the Equality Act 2010, but “gender identity” is widely used in policies, guidance and case law discussions, particularly in transgender discrimination and harassment claims. Scotland, Northern Ireland and Ireland similarly use gender identity in human rights and equality contexts, often alongside “gender expression” and “transgender status”. The term is not uniformly or exhaustively defined in all relevant statutes, but is treated by courts, tribunals, regulators and public bodies as a descriptive concept informing interpretation of discrimination law, human rights obligations, reasonable accommodation, data protection, safeguarding and drafting of workplace and organisational policies.

EU Law analysis: The Court of Justice has held that personal data relating to gender identity on the public registers of a Member State must be subject to the right to rectification under Article 16 of the General Data Protection Regulation, Regulation 2016/679 (EU GDPR). Rectification may require production of relevant and sufficient evidence reasonably required to establish the inaccuracy, which may include medical certificates. However, a Member State may not make the exercise of the right of rectification conditional on evidence of gender reassignment surgery. Further, any restrictions on Article 16 rights in this regard must also comply with Article 23 of the EU GDPR and must be established by legislative measures and not by administrative practice. Importantly, the Court of Justice looked at data accuracy within the broader context of fundamental rights, especially the rights to personal integrity and privacy. In doing so, it expanded protections for transgender people by referring to gender identity, rather than relying on the traditional focus on gender reassignment. Written by Gaelyn Fuhrmann, Legal Director at Wiggin LLP.

Gender pay gap legislation requires most employers with 250 or more employees to publish data annually that outlines differences between what their male and female employees, taken as a whole across all jobs, are paid. Unlike equal pay protection, this does not involve comparing men and women doing equal work.

The gender pay gap reporting obligations are set out in the following pieces of legislation: • Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 (Private Sector Regulations), SI 2017/172, which are applicable to the private and voluntary sector and public sector employers not within the public sector regulations • Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 (Public Sector Regulations), SI 2017/353, which are applicable to most public sector employers This Practice Note sets out a summary of the key things employers need to know about both sets of regulations (referred to collectively in this Practice Note as the Regulations) and examines the provisions of the Regulations in some detail. The principal focus of this Practice Note is on how the gender pay gap reporting obligations apply to private and voluntary sector employers, however it also outlines the differences that apply in the case of gender pay gap reporting by public authorities in England, and certain cross-border authorities and non-devolved authorities operating across Great Britain. For information about understanding gender, ethnicity and disability pay gaps

On 6 April 2017, the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, SI 2017/172 came into force. Under Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, SI 2017/172, large voluntary and private sector employers (ie those employing 250 or more employees as at 5 April of each year) are required to make certain public disclosures on their gender pay gap figures for relevant employees. This Practice Note looks at how remuneration and rewards which are received by employees through various types of employee share plans are treated for the purposes of gender pay gap reporting and, in particular, how such share plans are treated in assessing bonus pay and the gender bonus gap. Gender pay gap reporting—basic principles Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, SI 2017/172 apply to all relevant employers. Relevant employers are private and voluntary sector employers with 250 or more employees as at 5 April each year. The term ‘relevant employer’ is defined as meaning an employer who has more than 250 employees on the relevant

Law360: 23% of men aged 16 and above are actively contributing to their work-place defined contribution pension plans, compared to only 19% of women, a financial services consultancy said on 11 February 2025, adding to fears that the retirement savings gap between the genders is growing.