Ways to achieve more fair jobs and wages

The government in April 2023, shared some methodologies and calculations, for gender and pay gap reporting, that may help firms looking to assess whether they have pay discrepancies.  

• ‘Ethnicity pay reporting: guidance for employers’ – is the report written by the Race Disparity Unit, Equality Hub and the Department for Business and Trade.

There are many good reasons why firms should think about ethnic and gender pay issues, because firms can eradicate unfairness and make change for equality and for good.

• It is a statutory requirement for employers with at least 250 employees to measure and report gender pay gaps.
• Ethnicity pay reporting is voluntary for those firms, at this time.

In our view,

• if smaller firms think about their pay scales and allocation of roles to people, from a standpoint of equality, that will help firms become more ‘investment ready’,

• It is important to remember that just because a company might achieve ‘equal pay’ across gender and ethnicity, there can still be disparity lurking in the company.  If lower ranking jobs are not shared by gender and ethnically fairly, some people consistently miss out on higher roles.   Glass ceilings prevent people rising up (manifestly unfairly), 

• If your firm has disparity it is crucial to commit to change.  If a smaller firm, explain internally at least how you will achieve change for good, for employee wellbeing, the long term success of your enterprise and stakeholder management.

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