Health Anchors Learning Network’s Post

"Thank you - a really refreshing approach to challenge the pay gap - thank you." This was one of many comments after my NHS pay gaps workshop yesterday. The current approach to gender pay gap reporting is not working for so many organisations. So I wanted to share how to be more innovative and pragmatic when approaching ethnicity and disability pay gap reporting. If you're preparing for additional pay gap reporting, it's important to understand how this is different to gender and what you need to focus on. Ps. If you're interested in having this 2 part workshop within your organisation, get in touch for a confidential conversation. #paygaps

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

📊 New Requirements for Large Firms 📊 Labour’s planned changes include closing gender pay gaps and mandatory reporting of ethnicity and disability pay gaps. Is your company prepared? What This Means for Your Business: 📝 Mandatory Reporting: Large firms will be required to report on gender, ethnicity, and disability pay gaps, necessitating the development of robust data collection and reporting systems. 📆 Action Plans for Pay Equity: Businesses must create and implement action plans to address identified pay disparities, promoting fairness and equity in the workplace. 👀 Enhanced Transparency: Increased transparency in pay practices will be essential, encouraging businesses to regularly review and adjust their pay structures to ensure compliance and fairness. 📈 Regular Monitoring: Ongoing monitoring and analysis of pay data will be crucial to identify and address any disparities promptly, ensuring continuous compliance with the new requirements. Follow us for more insights on what this policy change could mean for your business! 01702 540145 | info@legacystrategiesltd #GenderPayGap #EthnicityPayGap #HRCompliance #LegacyStrategies

Mandatory ethnicity and disability pay gap reporting is coming. Are you prepared for this significant change in addition to existing gender pay gap regulations? We're here to help! 📊 Our comprehensive pay gap reporting and consulting services, powered by our advanced pay gap analytics dashboard, offer: ✅ Accurate data analysis ✅ Deeper insights ✅ Meaningful narratives ✅ Help for actionable planning Don't let increased reporting requirements become a burden. Turn them into an opportunity to create a fairer, more diverse workplace and gain a competitive edge. Ready to prepare for legislative changes and address pay inequalities? Let's build a fairer future together. https://lnkd.in/eaV2pvKp #PayGapReporting #WorkplaceEquality #DiversityAndInclusion

Preparing meaningful narratives tells your different stakeholders the story that sits behind your data. It’s a key element to any reporting. #communications #ethnicitypaygap #disabilitypaygap #paygapreporting

How do you build a fairer future for all? If you didn't know already, ethnicity and disability reporting is coming. And yes, it will be mandatory! If you genuinely want to create a fairer, more diverse workplace and gain a competitive edge, then you might want to get in touch with the brilliant team (Melissa Blissett; David Collington; Julia Turney) at Barnett Waddingham. See details below. #diversityandinclusion #ethnicitypaygap

The PPF published our Diversity Pay Gap report this week and I wanted to share some personal reflections - I’m one of the co-leads of our Race Action Group and Working Families’ Alliance, but these are my own thoughts. This isn’t just another corporate publication to me. This is personal. This is about my own success and happiness, and the success and happiness and life-chances of those who look like me or have similar backgrounds to me. It’s discomfiting to be reminded that although progress has been made, our representation targets for race in particular are not where we want them to be. But I really welcome the transparency and willingness to reflect, face up to disparities, and take action, so that we truly are in all respects the organisation we aspire to be. And there is work to be done. We all have our war stories and sometimes I find things feel worse before they feel better as I reach my own realisations on behaviours and structures that I used to accept or align-to or felt unable to challenge. The publication of information that goes beyond our legal obligations and the clear plan of action, though, shows a level of commitment from the PPF that brings with it some hope for positive change. Ethnicity or other representation targets often involve the idea of casting the net wider and opening up access at junior levels in particular. But that’s too late for me. Focusing on the entry level doesn’t help me - unless of course that focus is a manifestation of a wider cultural commitment that supports all those in underrepresented categories. I have been in work for over 25 years and have not seen the progress I was hoping for - the “pipeline” doesn’t, in fact, magically filter through. “It takes time” - how much time? On current trends the wider UK gender pay gap won’t be closed in my working lifetime, and the wider UK ethnicity pay gap perhaps not in my children’s lifetime. This is an issue of urgency. If your organisation is not taking deliberate, active, possibly radical steps to also retain and develop your underrepresented talent (by which I mean, to enable us to flourish and bring our skills to the table, rather than trying to get us to align to dominant norms) then you are upholding a status quo that does not serve everyone equally. A final thought - if you’re reading this or the report and feeling even the smallest inclination that you can safely scroll by without your work or your life being affected by these issues - then YOU hold the positional power to bring about real change.

Public Sector Equality and Diversity Tracking Requirements Under the proposed Labour reforms, public sector employers—including the NHS, schools, councils, and police departments—will be mandated to collect and report detailed equality and diversity data. This data collection will encompass staffing levels, pay structures, and various outcomes categorised by ethnicity. A crucial aspect of these requirements is the emphasis on facilitating equal pay claims based on ethnicity. Consequently, it will be imperative for public sector employers to have a comprehensive understanding of their pay gaps, not only by ethnicity but also by disability and gender. By identifying and addressing these disparities, the goal is to promote fairness and equity across all public services. Labour's ambition with these reforms is to generate an additional £26 billion for ethnic minority workers, thereby fostering greater economic equity and inclusivity within the workforce. Public sector employers will need to prioritise these tracking requirements to ensure compliance and contribute to the overarching objective of reducing pay inequities. #equality #diversity #reporting #fairness #HR #HRAdvisory #schools #education #publicsector

Today we’ve signed a joint letter with fellow Equal Pay Alliance members urging the UK Government to #EndPayGaps through substantive action on gender inequality at work. We welcome commitments to improve employment rights, but a new deal must address intersecting qualities for protected groups. We're calling for: 🔶 Mandatory action plans for gender, ethnicity and disability pay gap reporting. 🔶Employers to publish annual progress reports on their action plans for accountability. 🔶Lowering the pay gap reporting threshold to organisations with 50+ employees and/or workers. 🔶Employers to publish occupational segregation information by decile, not quartile. 🔶Including representation of racialised and Disabled people in the employer’s workforce in ethnicity and disability pay gap reporting. 🔶Consulting experts on ethnicity and disability employment inequalities to develop effective regulations. 🔶Strengthening the EHRC’s enforcement powers on the improved pay gap and equal pay requirements and increase its resources so it can deliver on these. 🔶Giving employees and workers the ‘right to know’ the salaries of colleagues. 🔶Banning requests for salary history in job interviews. Read the joint statement below ⬇ #EqualPayDay

Do you know that the gender pay gap in the U.S. has resulted in a staggering $61 trillion loss for women since 1967, as reported by the Center for American Progress? Current projections indicate that if we continue at this pace, women working full-time won't achieve pay equality with men until 2056. Here's what needs to be done: ✅ Raise the minimum wage and eliminate the tipped minimum wage. ✅ Enact paid family medical leave and paid sick time. ✅ Improve access and protections for collective bargaining. ✅ Enhance representation of women in higher-paying roles through workforce training and education. ✅ Boost wage transparency in job postings and prohibit salary history questions. ✅ Increase funding for the Equal Employment Opportunity Commission (EEOC) and Office of Federal Contract Compliance Programs (OFCCP) to strengthen anti-discrimination enforcement. ✅ Recognize caregiving for both children and adults as a vital workforce infrastructure deserving of public investment. #paygap #genderpaygap #genderequality #womeninbusiness