A recent report published by the Equality and Human Rights Commission (EHRC) found that just 3% of UK employers bother to measure their disability and ethnicity pay gaps.
Disability And Ethnicity Pay Gaps
It is now a legal requirement in Great Britain (except Northern Ireland) for employers with 250 or more employees to calculate and publish data relating to their gender pay gaps. However, the same does not apply to disability and ethnicity pay gaps, although the Government recently launched a consultation in relation to the issue of ethnicity pay gap reporting. Hence, in the absence of any current legal requirement, just 3% of employers bother to calculate and publish any data on their disability and ethnicity pay gaps according to the recent report by the Equality and Human Rights Commission (EHRC).
Equality and Human Rights Commission (EHRC) Report
In its report, the Equality and Human Rights Commission (EHRC) found that:-
- Just 3% of employers calculate and publish any data on their disability and ethnicity pay gaps
- Only 44% of employers keep a record as to whether employees have a disability
- Just 36% of employers maintain a record of their employees ethnic background
When interviewing employers for the purposes of the report, the reasons given by many employers to the Equality and Human Rights Commission (EHRC) as to why they did not collect and publish such data, included that it was because it was too “intrusive” and too “onerous“.
The report also found that those from ethnic minority backgrounds and with disabilities are more likely:-
- “To experience discrimination in recruitment, promotion and pay reward decisions“
- To work part-time
- To work in lower skilled jobs
- To work in jobs which are lower paid
- To work in jobs with shorter contracts
Action Required According To EHRC
The deputy chair of the Equality and Human Rights Commission (EHRC), Caroline Waters, argues that more action is required on the issue of disability and ethnicity pay gaps reporting. She stated: “We’ve seen how mandatory reporting has led to employers redoubling efforts to address their gender pay gaps. We need the same level of scrutiny and focused action on opportunities for disabled and ethnic minority staff in the workplace. By not identifying and taking action to tackle unfairness in recruitment, retention and progression, employers are putting the careers of their ethnic minority and disabled staff at a disadvantage. Collecting meaningful data will give employers the insight they need to tackle the underlying causes of inequality and ensure that disabled people and those from ethnic minorities enjoy a working environment that allows them to reach their full potential. Our research has shown that first we need to support employers to collect and analyse data on staff ethnicity and disability and reassure employees about how their information will be used.”