Poll: 61% of organisations have published an ethnicity pay gap report

Is your organisation planning to voluntarily publish ethnicity pay gap data?Employee Benefits poll: Just over six in 10 organisations have ever published an ethnicity pay gap report, according to the latest Employee Benefits research.

Ethnicity pay gap reports show the difference between the average, mean and median earnings of businesses’ Bame (Black, Asian and minority ethnic) employees and non-Bame members of staff.

Currently it is not a legal requirement for companies to publish these findings. However, according to The Guardian, the Confederation of British Industry lobby group has joined the Trades Union Congress and the Equality and Human Rights Commission in calling for mandatory ethnicity pay gap reporting.

According to the research, 61% of respondents said their organisation has published an ethnicity pay gap report, with 28% answering that although they haven’t released their findings on this subject now, they are planning to do so in the future.

Despite this, 11% said they have not published a report of this kind and have no plans to do so.

Last month (July), Employee Benefits reported that insurance business QBE European Operations revealed a 54.9% mean ethnicity bonus gap. The organisation’s median bonus gap was 43.9%, with 75% of ethnic minority staff receiving a bonus compared to 91% of white employees, according to its UK ethnicity pay gap report 2020.

In terms of wages, QBE’s mean pay gap was 7.9% and its median pay gap was -10.4%. A total of 83% of its UK workforce in 2020 was white, 12% were Asian, 4% were black and 1% were mixed race.

The business first published the difference in the average hourly rate of pay between its ethnic minority and white employees back in April 2020, with 80% of its workforce sharing details of their ethnicity.

QBE chose to publish this data as part of its commitment to address any imbalances within the organisation, intending to continue to publish its ethnicity pay gap report annually along with its gender pay gap to track progress made.