This site uses cookies. and this alert will appear once and then not again.

Taking the right approach to ethnicity pay gap reporting

In light of the recent Government consultation, we know that the topic of ethnicity pay gap reporting has been climbing up the agenda for many. As an organisation that already publishes our own gap, we are very aware of the challenges of reporting in this area, as well as the business benefits of doing so. To help our clients think through the practical steps to reporting, we will be sharing more over the next few months on the practical steps to reporting.

Ethnicity Pay Gap Reporting - how will the market respond?

On 11 October 2018, the Government published a series of papers and statements on supporting ethnic minorities in the workplace. Central to this was the launch of a consultation on ethnicity pay reporting, which explored a number of potential approaches to require organisations to publish their ethnicity pay gap (similar to existing gender pay gap regulation).

Workforce Fairness Reporting in the FTSE 350

One of the big people issues facing businesses in 2018 has been inequality in the workforce. The lightning rod for this has been gender pay, but there are a number of other themes that are challenging employers as they seek to restore trust and address the reputational issues in an era of greater transparency and scrutiny and employees can give views on the company.

BAME pay reporting

Earlier in the month the Government published a series of papers and statements on supporting ethnic minorities in the workplace. This includes a consultation on ethnicity pay reporting.

The gender pay gap and the NHS

With national contracts in place for pay, it might be safe to assume that the NHS would report a smaller than average gender pay gap. In fact, at 25 percent, the disparity between male and female earnings in the NHS is almost half as big again as the ONS average of 17.4 percent. But it’s not a matter of unequal pay. As with many industries, it’s the domination of senior and better paid roles by men that creates the pay gap.

BEIS report on gender pay gap reporting

The Business, Energy and Industrial Strategy Committee (BEIS) recently published the first report of their latest inquiry into pay fairness. This report focuses on their review of new UK gender pay gap reporting requirements. The report contains a number of recommendations that could have a significant impact on the future of reporting in this area.

Gender pay gap reporting in the retail sector

In addition to the launch of our recent report – Mandatory UK gender pay reporting – the story so far, which explores the detail behind the headline statistics and the positive actions that companies are taking to improve their gender pay gap, this Insight summaries our gender pay analysis for the retail sector.

Gender pay gap reporting in the real estate sector

In addition to the launch of our recent report – Mandatory UK gender pay reporting – the story so far which explores the detail behind the headline statistics and the positive actions that companies are taking to improve their gender pay gap, this Insight summaries our gender pay analysis for the real estate sector.