Ethnicity Pay Reporting

Building an effective reporting strategy

Start preparing now

Taking positive action on workplace equality can have significant benefits for an organisation’s reputation, culture and people. Creating environments that recognise the importance of inclusion and diversity can support wider talent, brand and operational strategies and help to achieve key business outcomes.

Reporting requirements are a fundamental step on the journey to improving workplace equality. Supporting ethnic minorities in the workplace and driving transparency are key items on the Government’s agenda. Following the recent consultation on ethnicity pay reporting, it’s important for organisations to start to prepare now for how they will meet future reporting requirements and use this opportunity to drive change and transparency in the workplace.

The ultimate goal of ethnicity pay reporting is to encourage greater employer action and accountability on the ethnic diversity of their workforce. Starting to tackle this now can drive real value for your workforce and our wider society, we’ll be discussing how to get started at our upcoming event.

Key benefits of greater transparency include:

  • Opening up the dialogue with employees to understanding areas you may not have previously addressed and improving employee engagement

  • Improving the call to action to tackle diversity and develop practical action plans for improvement

  • Creating a baseline to benchmark current progress and drive continual improvement

  • Demonstrating your action and commitment as an employer and brand to improving your approach to diversity and inclusion

How should you prepare?

Collecting and analysing quality employee data on diversity in general and ethnicity in particular is a key part of building an effective diversity and inclusion strategy, as well as preparing for any mandatory reporting. But many organisations face challenges with how to go about this, especially since many do not currently request this data, or have poor response rate from employees.

Some of the common questions we’ve heard from clients around this issue include:

  • What data can I legally collect and how do I collect it?
  • How should I communicate with my employees to collect this data?
  • What impact will this have on my HR systems and processes?
  • How can I guarantee employee anonymity and confidentiality?

Taking a proactive approach that consults and includes key stakeholders from across your organisation can help you navigate these challenges and get a head start on preparing for mandatory requirements.

Seeing this as an opportunity to build stronger relationships with your people and create an environment that embraces inclusion and diversity will have real benefits for your organisation’s reputation, talent and culture.

We’re helping clients build a proactive approach tailored to their organisation and workforce.

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Join us at our upcoming Ethnicity Pay Reporting breakfast event, to discuss this topic with PwC experts and cross-industry peers.

Register for event

Contact us

Jon Terry

Global Financial Services HR Consulting Leader, PwC United Kingdom

Tel: +44 (0)7720 555 397

Katy Bennett

Diversity and Inclusion Consulting Director, PwC United Kingdom

Tel: +44 (0)7715 211210

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