Employee Benefits poll: More than a third (34%) of respondents are not planning to report their organisation’s ethnicity pay gap data.
A straw poll of www.employeebenefits.co.uk readers, which received 29 responses, also found that 31% of HR professionals are planning to report their business’ ethnicity pay gap data at some point in the future, while an equal amount (31%) simply do not know if this is on their organisation’s agenda.
Only a minority (3%) have committed to reporting their organisation’s ethnicity pay gap data this year.
On 30 January 2019, professional body The Chartered Insurance Institute (CII) voluntarily disclosed its ethnicity pay gap across 243 employees, reporting a 1% mean ethnicity pay gap for hourly pay in 2018. This action formed part of a report aiming to encourage dialogue around diversity and inclusion.
The CII’s median ethnicity pay gap is 16% in favour of black, Asian and minority ethnic (Bame) employees. Just under a quarter (23%) of the organisation’s workforce is of ethnic origins, compared to 77% white staff members.
Around a quarter (24%) of the CII’s Bame employees are in the organisation’s lowest pay quartile. This compares to 21% in the third pay quartile, 22% in the second and 27% in the highest.
For employees who identify as white, 76% are in the lowest pay quartile, 79% are in the third, 78% are in the second and 73% are in the highest pay quartile.
Tali Shlomo, people engagement director at the CII, said: “The opportunities and rewards for employers [that] embrace diversity and inclusion are huge, and the insurance profession has an opportunity to take a positive lead by preparing early and addressing diversity issues meaningfully, whether such requirements become statutory or not.”
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