The moral case for pay fairness across all ethnic groups is self-evident. Yet, we still await the consultation response to the 2018 UK Government consultation on mandatory ethnicity pay reporting. And, while the 2020 Black Lives Matter protests led many organisations to publicly condemn racism and discrimination, few have taken steps to voluntarily disclose their ethnicity pay gap, which can play a key role in assessing if and where inequalities exist in their workforce.
In the absence of legislation, the CIPD believes that employers should aim to voluntarily compile ethnicity pay reports as part of their organisation’s approach to improve inclusion and tackle inequality in the workplace.
This guide aims to:
- encourage more employers to publish their ethnicity pay data voluntarily
- facilitate this process by recommending the most appropriate and effective approach to categorising and reporting their data
- support analysis and use of the resulting information to produce effective action plans to address the ethnicity pay gaps and inequalities revealed.
Based on the six principles outlined in the guide, the CIPD recommends employers publish annual ethnicity reports based on three key components:
- a uniform set of eight commonly defined statistics to profile pay by ethnicity
- a supporting narrative to explain the nature and causation of any pay differentials and gaps by ethnic group evident in their statistics
- an action plan of initiatives defined to reduce and remove any such gaps over time.
Download the guide to take advantage of these opportunities and improve inclusion in your organisation through voluntary ethnicity pay reporting.
Download these case studies to find out how Sodexo and Deloitte are approaching voluntary ethnicity pay reporting.
Explore our related content
This series of reports outlines how employers can act to improve race inclusion in the workplace
Resources and guidance to help people professionals tackle racism and racial discrimination in the workplace
Guidance to help UK employers comply with reporting requirements and address their gender pay gap