Brightmine’s Post

We've had equal pay laws for over 50 years however, according to statistics, the gender pay gap is still around 14% meaning a woman must work nearly 2 months before she starts getting paid in comparison to a man. If the new Labour Government introduces similar reporting duties for race and disability, how effective are they likely to be at tackling inequalities? See my comments in the latest edition of Employee Benefits journal 👇 https://lnkd.in/eWxVXqCF

Northern Ireland is finally catching up on pay gap reporting Eight years after pay gap legislation was introduced, the Department for Communities has launched a consultation on Regulations which will likely require employers with 250+ employees to produce annual reports on their gender ethnicity and disability pay gaps. What should employers expect and when? Tom Heys and Leeanne Armstrong examine what’s in the consultation document, and what employers need to do to get ready: Gender, Ethnicity and Disability Pay Gap reporting in Northern Ireland to join the rising tide: what should employers expect and when? Gender, Ethnicity and Disability Pay Gap reporting in Northern Ireland to join the rising tide: what should employers expect and when? https://okt.to/Vf2jgu

Big news from Northern Ireland for pay transparency fans: there is a new consultation which likely pre-empts the introduction of gender, ethnicity and disability pay gap reporting in NI. We've had a look at what it means in the context of a wider legislative move towards pay transparency and reporting, what employers in NI should be thinking about and a sting in the tail: is NI required to implement the EU Pay Transparency Directive as well? Read on... #PayTransparency #EUPTD #PayGapReporting #MindtheGap

Here’s an interesting story in Personnel Today highlighting Labour’s intention to include race and disability in pay gap reporting. Sure, the general election is a way off. But race and ethnicity pay gap reporting has been on the cards for a while now. In fact, one of my clients was considering monitoring their data in this area back in 2023. So, it’s something your business will need to deal with at some point. If and when this policy comes into law, it will impact your pay communications. To get on the front foot, there are two things you can start thinking about now: 1. The steps you’re taking to support people from these groups Identify work already being done to support people with disability and those from ethnic minority backgrounds. In the same way a strong gender pay gap report talks about the work your business does to correct gender pay gaps, you’ll also need to be able to point to the things you do to support people with disability or those from minority ethnicities in terms of development, performance and pay. 2. The language you use when talking about disability and ethnicity It’s easy to unintentionally use offensive wording. As a previous member of the disabled community, I know some people don’t like the word ‘disabled’ for example. So it’s better to check in with your employees now and get your language right ahead of time. Have a read of the full story. Or message me if you need a hand with your employee reward communications. https://lnkd.in/eK44vzRc

In the latest King's Speech, the new government announced that mandatory ethnicity and disability pay reporting would come into place for large employers. At BrandPointZero, we've been working with companies on their gender pay gap reports for years. But does this type of reporting truly drive change, or is it just another box to tick? Since the introduction of gender pay reporting, progress has been modest, often mirroring existing trends. Critics argue that it's a blunt instrument, failing to account for many other factors. Whilst this may be the case, in our opinion, it’s a start – we’ll only shift the dial if the conversation is had, and shining a light on the matter is better than no light at all. Either way, this is a good prompt for employers to start thinking about how ethnicity and disability pay reporting would make a difference to their business. How might you begin to plan your people and comms strategies around this and take a lead on the conversation? https://lnkd.in/e8Zs7EFr #paygap #socialmobility #inclusion #employeeengagement

There has been some deterioration in the pay for disabled workers. The median pay per hour in 2014 was previously 11.7% but last year rose to 12.7%. Whilst the gender pay gap largely derives from choice of profession between the sexes, disabled pay is yet to be a statutory obligation to report, which could all change with the new Employment Rights Bill. DEI has become a point of contention in the eyes of meritocracy put on the backseat over appearances, what is the active discourse for disabled workers? Read more; https://heyor.ca/f67XJQ #AccountancyFinanceRecruitmentMarket #DiversityandInclusion #DisabilityPayGap

New equity, diversity and inclusion laws under the new government The potential introduction of mandatory disability pay gap reporting by the new government signifies a significant advancement in promoting workplace equality. Labour's plan to require larger employers (with more than 250 employees) to monitor and report on disability pay disparities is a crucial step in addressing the systemic inequalities faced by employees with disabilities. By mirroring the existing gender pay gap reporting rules, this mandate will bring much needed transparency and accountability. Such transparency will compel organisations to not only recognise but actively address and bridge these pay gaps. This is more than compliance; it's about fostering an inclusive culture where all employees feel valued and fairly compensated. As we prepare for these changes, it’s important for employers to proactively assess their current pay structures and take meaningful actions towards equity. Embracing this regulation will not only fulfil legal obligations, but also enhance organisational reputation and employee morale. Not sure where to start in terms of disability inclusion in your workplace? Get in touch. Let’s work together to create a future where every employee, regardless of their abilities, is compensated equitably. #DisabilityPayGap #WorkplaceInclusion #Equity #Transparency #FairPay https://lnkd.in/eSVKepqD

By reporting pay gap data, companies reflect their commitment to social responsibility, ensuring vulnerable groups are not left behind and that their contributions are being recognised and rewarded equitably. Building on the success of gender pay gap reporting, the new 'Equality (Race and Disability) Bill', proposed last week in the King's Speech, aims to make disability and ethnicity pay gap reporting mandatory for large employers, enshrining the full right to equal pay for both groups too. Data from the ONS shows that both disabled people and people from ethnic minorities earn less on average than their non-disabled and white peers respectively. Mandatory reporting could make it easier for people to bring an unequal pay claim, and also expose other pay disparities and encourage positive action from employers. ⏸️ We're not there yet, however. There are still hurdles to overcome for this bill to be introduced. Creating reports based on those who are disabled, which is a complex spectrum, and race with numerous race and ethnic groupings would not only be very complicated but might be much harder to produce a meaningful report which can be used to make meaningful comparisons and indicating true disparity rather than accidentally reporting false positive or negative outcomes. #PayGapReporting #DisabilityPayGap #EthnicityPayGap #PayGap #KingsSpeech #equity #equality #EqualPay ** please see comments below for alt text **

Ethnicity and disability pay gap reporting - five tips to help organisations improve their data and outcomes This post highlights the upcoming requirement for organizations with 250 or more employees to report their ethnicity and disability pay data. To aid HR leaders in preparing for this change, Brightmine and HR Grapevine recently organized a roundtable discussion. The focus was on addressing the practical and cultural challenges associated with the expanded pay gap reporting initiative. Stay tuned for further details once the formal Bill is published. #DiversityAndInclusion #HRLeadership #payequity #brightmine #paygap https://lnkd.in/ecvczSA8