Report: Ethnicity Pay Gap Research Report

Ethnicity pay gap legislation is on the horizon but not yet in place. However, some companies have chosen to make the positive step forward and self-declare. This report from HR DataHub looks at 82 UK companies that have done just that, providing the opportunity to review ethnicity pay and the actions being put in place to address the gap.

Key findings

• The majority of companies struggle to capture ethnicity data from their people. The majority of companies in this report have above average disclosure rates – it was a requirement before they could self-declare. In reality the typical declaration rate is around 60%.
• Of the measures used to increase diversity the top three were: internal diversity networks (41%); external forums and/or charter members (31%); and supporting progression/succession planning (30%).
• The average number of measures used by companies is five although some companies have reported as many as twelve.
• There is no direct correlation between the number of measures implemented and the size of the ethnicity pay gap. So more activity does not always yield the best results. It is more about understanding the issues you have in the company and putting in place targeted changes that make a real difference. This understanding can only come from the analysis of data, benchmark and talking to your colleagues.