Ethnicity pay gap reporting
Ethnicity pay gap reporting is not mandatory. But a growing number of employers are voluntarily calculating and reporting ethnicity pay gaps. We combine market leading legal advice with expert level data analysis.
To request a call back and find out how we can help with your gender pay gap reporting, fill in the form below:
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We have been advising large national and international employers on ethnicity pay gap reporting for many years. We have a wealth of ethnicity pay gap reporting experience covering all industry sectors. We provide a complete ethnicity pay gap reporting solution covering all aspects: collecting the right data, understanding what it’s telling you, and writing internal or external reports.
Expert support for ethnicity pay gap reporting
Government ethnicity pay gap reporting guidance recommends that all organisations seek expert support with ethnicity pay gap reporting. We have a wealth of experience and can provide you with support with all aspects of ethnicity pay gap reporting.
Obtaining data for ethnicity pay gap reporting
Using the gender pay gap reporting regulations and ethnicity pay gap reporting guidance, we can advise you on what to include within your ethnicity pay gap dataset. We have extensive experience advising employers on all elements of compensation, including more complex arrangements such as RSUs and options. We can advise you on what employees to include in your ethnicity pay gap reporting analysis.
Data issues for ethnicity pay gap reporting
Employees are not legally obliged to share their ethnicity data, so employers datasets are often incomplete. Calculating ethnicity pay gaps from partial data on your population means that any gaps might contain uncertainty and doubt.
We have developed techniques to overcome this problem and we can help you:
- Get a better dataset by increasing the response rate for ethnicity data. We can advise you on strategies to build your ethnicity dataset.
- Understand the degree of uncertainty in any gaps caused by incomplete data. Using simulation techniques, we can help you understand the uncertainty and accurately estimate what your true gap might be
Analysing your ethnicity pay gaps
We have masses of experience at getting to the bottom of pay gaps. We provide bespoke insights and intelligence specific to your industry, workforce and business.
We can deploy a variety of techniques to understand the drivers of your ethnicity pay gaps. For example, breaking employees down into grades, departments and/or functions. We look at ethnicity pay gaps on a broad (white vs non white) level as well as more granular, taking into account any issues caused by small sample sizes. We can identify whether there are particular groups being disproportionately affected and help you ensure your diversity efforts are targeted at the right places.
We can also analyse intersectionality issues and help you understand whether there are issues with particular combinations of gender and ethnicity.
How to reduce your ethnicity pay gaps
We can run simulations to identify which areas of your workforce need to change and how big that change needs to be. We can help you identify achievable targets, giving you a clear pathway to eliminating any ethnicity pay gap. We can then pair these targets with evidence-backed initiatives that will help you remove any barriers to building a more ethnically diverse workforce.
Drafting your ethnicity pay gap report
Although not a legal requirement, many employers want to publicly demonstrate their commitment to greater ethnic diversity by publishing an ethnicity pay gap report.
We have a wealth of experience in drafting ethnicity pay gap reports. We can help you put your ethnicity pay gaps in the best possible light. We take a strategic and far-sighted approach to drafting, meaning that we can help you avoid any problems with future years reporting and help to tell the positive story about your ethnic diversity efforts.
Fill in the form to request a call back and find out more about how we can support you with ethnicity pay gap reporting.
New guidance on positive action in the workplace27 April 2023
New government guidance on positive action clarifies some key points but stops short of addressing business needs on this issue.
Ethnicity pay gap reporting guidance published20 April 2023
As part of its Inclusive Britain strategy, the government has finally published guidance for employers who wish to report and address their ethnicity pay gaps.
Ethnicity pay gap reporting at banks: Tom Heys comments for Sustainable Views05 August 2022
Ethnicity pay gap reporting at banks: Work still to do
Why employers need to think about ethnicity and gender pay gaps - Tom Heys write for Employee Benefits15 June 2022
Gender pay gap reporting has successfully increased focus on one aspect of diversity, with high levels of compliance. Although reporting will not be mandatory, the imminent arrival of government guidance on ethnicity pay gap reporting means that more employers will be taking a greater focus on ethnic diversity.
Ethnicity pay gap reporting and intersectionality17 May 2022
The government has said that ethnicity pay gap reporting won’t be mandatory, but many employers are choosing to do it anyway, adding ethnicity pay gap reporting to their existing obligation to report gender pay gaps each year. But what about the intersection of ethnicity AND gender?
Ethnicity pay gap reporting will not be mandatory21 March 2022
Employers will not have to publish their ethnicity pay gaps after the government reversed a previous commitment and decided against making it mandatory.
UK Music To Host Music Industry Seminar On Gender & Ethnicity Pay Gap Reporting12 January 2022
Ahead of the Government’s April 4 deadline for gender pay gap reporting for companies with over 250 employees, the seminar will look at what gender and ethnicity pay gap reporting is and what it means for music industry businesses.