CEO, Mix Diversity, EDI Specialist, Unconscious Bias & Inclusive Leadership Speaker & Consultant. Exec Coach. Experienced NED.
Big news for those involved in HR, pay and benefits, and Diversity, Equity and Inclusion in the UK: Mandatory ethnicity and disability pay reporting for companies over 250 people. https://lnkd.in/eTz-ruzN #HR #DEI #pay #disabilitypaygap #ethnicitypaygap
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
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
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
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
Disabled workers lose out on £4,300 a year due to unseen pay gap. According to studies by the Trade Union Congress (TUC), the disability pay gap has risen to 17.2% in recent years. This means that the non-disabled workforce earns on average a difference of £2.35 an hour more than their disabled comparators. The TUC’s analysis of the figures produced by the Office of National Statistics showed that for an employee working 35 hours a week, disabled workers lose £82.25 a week or £4,300 a year. In even more shocking news, the pay gap between disabled men and disabled women is a difference of 31% in favour of men. The government set out a plan to introduce mandatory disability pay gap reporting as part of its pre-election manifesto, however we are yet to have any word on the issue from Westminster. Furthermore the TUC found that disabled workers were three times more likely to working under a zero-hours contract than non-disabled workers. The government has also laid out plans to abolish zero-hours contracts as part of its new Employment Rights Bull which is tentatively predicted to come into force in 2025. General Secretary Paul Nowak stated that employers should not wait for the mandatory disability pay gap reporting be enshrined in law but should take proactive steps to investigate disabled workers experiences in recruitment and promotion. If you consider yourself disabled and believe you are being underpaid for your work, don’t take it lying down, there may be something you can do to improve your situation. Get in touch today to book a consultation with your solicitors and secure a legal expert that is truly on your side. Yemi Magara CEnvH Roy Magara Abiola O. Ruth Neil Millenium Gamma #EmploymentLaw #LegalSupport #EmployeeRights #LegalGuidance #EmploymentLawyer #PeaceOfMind #DisabledRights #DisabledPayGap Get in touch today: 📞 01869 325 883 🌐 https://lnkd.in/enRM7Zbv ✉️ [email protected]
Managing Partner, Reavis Page Jump LLP / Board Leader / Emmy and Peabody Award Winner
Appreciating Labor on this Labor Day: Do you know something of the programs that permit employment of disabled people - for pennies on the dollar - a small fraction of minimum wage? Yet, these programs boost employment. Read about how many of our products and services are assisted by the disabled: #work #laborandemployment #futureofbusiness #innovation #projectmanagement #unions #disabled #business #ada #disability #entrepreneurs #ai #democrary #futureofwork #election #vote! #november5 #president #future #federalprograms
Writing for People Management magazine, Suzanne Caveney and Matthew Jones discuss Labour’s proposed Equality (Race and Disability) Bill, which confirms their intention to introduce a mandatory requirement for employers of 250+ employers to publish their disability and ethnicity pay gaps. While many organisations already voluntarily report on other pay gaps as part of their broader DE&I initiatives, Suzanne and Matthew recommend businesses take early action to first of all consider the depth and quality of data already held, and crucially, how to close any gaps. Find out more about the proposed Bill and what action employers should consider taking: https://lnkd.in/eXKaPFtM #EmploymentBill #EmploymentLawUK #DisabilityAndEthnicity #PayGaps
According to the U.S. Bureau of Labor Statistics, the employment rate for disabled people hit a record high in 2023, with the employment rates for working-age disabled men and women reaching 38.2% and 36.1%, respectively. #HR #humanresources #hiring #staffing
The UK government is considering a new approach to disability benefits. Moving away from a one-size-fits-all cash system to more tailored support. This could mean big changes not just for recipients but also for the recruitment sector. By integrating these reforms, recruiters can play a crucial role in supporting neurodiverse and disabled candidates more effectively. This is a chance to make recruitment practices more inclusive and adaptive, helping to match individuals with roles that truly fit their unique needs and abilities. As we get used to these changes, it's important for recruiters and employers to consider how they can improve their processes to better support diverse job seekers. What strategies have you used to support inclusivity in your hiring practices?
Amputee speaker on Disability Inclusion & Change | The future of work is inclusion 🎤Speaker Business Coach 🎤 Titan Games Season 1 w/ Dwayne “The Rock” Johnson | World record in Powerlifting
The ‘Fair Labor’ Act is hypocritically UNFAIR. (Have you heard about this 80 year old act?) This 1938 act lets companies pay <minimum wage Specifically, people with disabilities. It intended to help people with disabilities get jobs The idea was to encourage companies to hire more disabled workers by paying them less. - No reasonable accommodations - No attempt to remove ableism - No effort to train people Just a charity act to reward work with Pennies. But this act is STILL in play today! No other group of people face government sanctioned wage discrimination. Viewing disabled workers as less valuable: - is unfair - is discriminatory. - keeps people in poverty - stops people from earning a living wage. It reinforces negative stereotypes about disability. While some states are phasing this act out 700+ employers still underpay people w/ disabilities. Ableism exists. It doesn’t just affect people’s mindsets. It affects their wealth, health, & overall livelihood. We just want a fair shot at life. That’s not too much to ask. ♻️ Repost for those who might not know this. #disability #disabilityInclusion #accessibility #dei #deia #belonging #diversity #ally #disabilityAlly #hr [image description: Quote on tan background that says The Fair Labor Standards Act (FLSA) Section 14(c): Over 700 employers have certificates to pay people with disabilities less than the minimum wage.]
You’ve heard of the gender pay gap, but have you heard of the disability pay gap? Perhaps not, since there’s no legal obligation to report on or address it. What’s more, official data from the Office for National Statistics suggests that progress on this issue has flatlined over the past decade. In 2014, the pay gap between disabled and non-disabled employees was 11.7%. In 2023, it was 12.7%. Men experienced a wider disability pay gap (15.5%) than women (9.6%) in the latest figures. For many disabled employees, financial pressure is just one of many stress factors that they have to navigate daily. How can we expect any employee to deliver their best work and full value when they’re not given access to equal pay and opportunities? What do you think? What can employers do to close the disability pay gap? #disability #workplacestress #paygap
Michelle Gyimah 😍