Lorraine Rew’s Post

Labour will mandate ethnicity and disability pay gap reporting Spktral has been active in commenting on the misconceptions in Labour's high level policy commitment to better enforcement of the current obligation on organisations with >250 people to report gender pay gaps, as well as thier intention to introduce ethnicity and disability pay gap reporting within their first 100 days in office. What is certain is that any newly elected Labour administration will bring additional scrutiny and focus to this areas of D & I. The first snapshot date(s) that would require in-scope organisations to collect disability and ethnicity data in addition to gender data could be as early as 31 March/5 April 2025 for public and private/third sector employers - that's less than 10 months away! To stay ahead of the curve and avoid last minute panics, we're encouraging all our clients to take steps asap to ensure their internal systems can record and extract the necessary data to enable these new reporting requirements to be fulfilled. If you're reading this, I'd strongly advise you to do the same, and of course Spktral would be delighted to help! #genderpaygap #equalpay #ethnicitypaygap

🇬🇧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

The Gender Pay Gap: Micro Sources and Macro Consequences https://lnkd.in/dk97Jrxb "…large #gpg due to women working at lower-paying employers with better nonpay attributes. …suggests amenities are important for both men & women, compensating differentials explain half of the #gpg, and there are significant output & welfare gains from eliminating gender differences. However, equal-treatment policies fail to achieve those gains." #wages #LaborMarkets orig https://lnkd.in/du8cB7RF

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

Today is Latina Equal Pay Day and we are highlighting the disparities Latinas face in the workforce. According to EqualPayToday.org, Latina women working full-time year-round earn 58 cents for every dollar a white, non-Hispanic man makes. The gap widens to 51 cents for every dollar a white non-Hispanic make earns when we look at women working part time, or as seasonal or migrant workers. Due to occupational segregation, Latina women are overrepresented in industries that pay low wages. Latina immigrant workers are vulnerable as their citizenship status leaves them unprotected from wage theft. Closing the pay gap is essential for all women and their communities to thrive. #EqualPayDay #EqualPayCA

Pay gaps remain across workplaces, with disparities in wages correlating to gender, race and disability continuing to be prevalent in data 💰 Research has found: ⚥ Women are paid 14% less than men, and more women are impacted by low pay for part-time work ⚖️ Black, African, Caribbean or Black British workers earn 6% less than white workers ♿ The disability pay gap is bigger than a decade ago and now stands at 15% Pay inequality is still a reality for many. Unite the Union negotiators are bringing these issues to the bargaining table and advocating for equalised pay. Read more in the latest Facts and Figures and find out how your Union is fighting for equal pay: https://lnkd.in/eVseqeSz #UnitetheUnion #EqualPay #GenderPayGap #DisabilityPayGap #RacePayGap

Britain needs a pay rise. And rent controls. And social (Passive Haus) housing. And loads of stuff. But also a union movement that keeps Class in the conversation please. Why? Because where you're born in class terms in the UK is most likely where you'll end up when you die, because we have a very low rate of social mobility here. This is in addition to this the massive and ever accelerating inequality on this island (which turns into massive health inequalities too with the rich living much longer so they can do even more damage and hoard more assets from us) along with the continuing falling life expectancies for most of us, tumbling living standards and the fact everything seems so damn expensive for most of us. It also leads to politics like we have now where the disconnected Westminster Bubble only talks to itself about itself. This is why I talk about #UBI on each episode of the #workinghourspodleeds I believe we need to get money to people at the bottom now, because you solve poverty by giving people money. If you can't get enough money to not be poor from your work (remember most poor people are in work) then you have to get chronic illnesses and die earlier. That might be great for #pharma and #funeraldirectors but it's not so great for anyone who doesn't hold any assets. People like me. If you're like me and from Leeds or if you're from Leeds and not like me and you think I'm chatting a load of beardy soy nonsense then I'd love to speak to you for my #leedspodcast (And no, I'm not working class, I'm formerly lower middle class now precariat, that's right I've gone down in the world. Thanks, every British PM this century!!)

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

🌟 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

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