John Hall’s Post

An important update for all of Spktral's clients to review and prepare your internal tooling readiness for the upcoming snapshot date for in-scope organisations (>250 headcount) for ethnicity and disability pay gap reporting. For more context and awareness, you can read our recent response to Labour's 'Plan to Make Work Pay' announcement, and our comments on the misconceptions in the commitment to better enforcement of the existing reporting obligations, here: https://lnkd.in/ezvbmkW4 #genderpaygap #ethnicitypaygap #disabilitypaygap #equalpay #DEI

Reading a pay gap report, including gender, ethnicity, disability and sexuality. The gaps for the most part are reducing. What I’m most impressed by are the sharing percentages which are all high. In some ways, you can ask ‘why should your employer know?’ but done well, does allow cultural shift, measurement and progress. #PayGap

🇬🇧The Labour Party of the UK government announced its plans to expand its equal pay law to include ethnic minorities and disabled people via “Draft Equality (Race and Disability) Bill” Additionally, it plans to expand its gender pay gap reporting requirement to include the factors of race/ethnicity and disability. Currently, the law requires all employers with 250 or more employees to annually submit the following data points: ✅ Percentage of men and women in each hourly pay quarter ✅ Mean gender pay gap of hourly pay ✅ Median gender pay gap of hourly pay ✅ Percentage of men and women receiving bonus pay ✅ Mean gender pay gap of bonus pay ✅ Median gender pay gap of bonus pay If such a bill passes, UK organizations will need to update their pay equity analysis to include ethnicity and disability as additional factors.. #UK #PayEquity #PayGapReporting Nasar Khan | Trusaic

💬 It's #TalkMoneyWeek – so let's talk pay! 💸 With the Government looking to make pay gap reporting mandatory for ethnicity and disability (just like gender pay gap reporting since 2017), there’s no better time for transparency. Even if you're in a smaller business, you can still lead the way. Check out our article for tips on pay gap reporting 👇 https://bit.ly/4hB52Pn

🌟 𝐃𝐈𝐒𝐀𝐁𝐈𝐋𝐈𝐓𝐘 𝐏𝐀𝐘 𝐆𝐀𝐏 𝐑𝐄𝐏𝐎𝐑𝐓𝐈𝐍𝐆 🌟 🚨🚨🚨 The Labour Party has announced that #disabilitypaygapreporting will become mandatory for companies with 250 employees. This will be a significant new addition to employers' pay reporting obligations. Implementing this policy comes with its own set of challenges. What are the issues? 𝗟𝗲𝗴𝗮𝗹 𝘃𝘀. 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗣𝗲𝗿𝗰𝗲𝗽𝘁𝗶𝗼𝗻: Some conditions are legally disabilities but may not be perceived as such by individuals. This can lead to underreporting in datasets. The disability question that employers ask in their HR systems disability is crucial. There will need to be some consistency about this set out in the Regulations or guidance. 𝗩𝗼𝗹𝘂𝗻𝘁𝗮𝗿𝘆 𝗗𝗶𝘀𝗰𝗹𝗼𝘀𝘂𝗿𝗲: As disability disclosure is often voluntary, data may not be representative. Small, incomplete datasets only lead to unrepresentative statistics. 𝗗𝗮𝘁𝗮 𝗣𝗿𝗶𝘃𝗮𝗰𝘆: Ensuring GDPR compliance in collecting and handling disability data is crucial. 𝗜𝗻𝘁𝗲𝗿𝘀𝗲𝗰𝘁𝗶𝗼𝗻𝗮𝗹𝗶𝘁𝘆: The pay gap can be affected by other factors like gender, ethnicity, and age, necessitating an intersectional analysis. A Labour win is an almost certainty at this point - they are over 20 points above in the polls. Employers should start looking at disability pay gap reporting now. A dry run alongside this year's gender pay gap reporting analysis will give you an idea of what's to come. #DisabilityInclusion #PayGap #WorkplaceEquality #DiversityAndInclusion #HR #DataScience #EmploymentLaw #genderpaygap #ukemplaw #election2024

One of the main policy challenges the report identifies is the age profile of the VET workforce. On average almost 50% of the workforce is over 50 compared to the wider Australian workforce where only 30% are over 50. There is also a diversity issue in the VET workforce and a 16% gender pay gap. https://lnkd.in/gYEG4_2U #VET #Teachers #WorkforceDevelopment #AustralianEconomy #Employment #GenderPayGap

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

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

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

💸 Despite seven years of mandatory reporting in the UK, the mean gender pay gap has only reduced by 1.6%. 💸 In 23/24, 41.6% of organisations reported no change or an increase in their mean gender pay gap compared to 22/23. The reality is many organisations are struggling to meaningfully address this persistent problem. Whilst reporting the pay gap is important for transparency, without a clear plan organisations will continue to fail to make meaningful progress against their gender pay gaps. 💥 That's why it's fantastic that the Employment Rights Bill published by the Government includes a requirement for large employers to publish action plans to address their gender pay gaps. Only through strategic and data driven initiatives coupled with leadership commitment, accountability and ownership will we begin to see real progress. Given the Government's reconfirmed commitments to extending pay gap reporting to include ethnicity and disability, now is time for organisations to embed best practices to address their gender pay gap, so they can apply learnings to their ethnicity and disability pay gap strategies moving forward. 📢 If you want to know how the bill will impact you, join us on Thursday, 17 October for a webcast with industry experts who will breakdown the implications for employers, and outline the proactive steps organisations should take to stay ahead of these developments. Sign up link in the comments. #GenderPayGap #DiversityEquityandInclusion #EmploymentRightsBill #PayGaps Sarah Minor-Massy Katy Bennett Olivia Jervis Kasia Jazeel Anika M. Amber Hunt Gabby Vigneswaran Philip Cartwright Caitlin Spence Yoni Stone