“The colour of your skin should have no bearing on what you can achieve... understanding the scale of this inequality is the first step in tackling it".Sadiq Khan, London Mayor
1 - Don't Underestimate The Task
2 - Know The Causes, Turn Them Into An Action Plan
3 - Keep Your Eye On Gender, It (Still) Matters
4 - Location Changes the Picture - Deep Dive & Build Context
"Under the gender pay gap reporting regime many organisations compared their gender pay gap to the national and regional picture using the data derived from the Annual Survey of Hours and Earnings (ASHE). Again, this helped employers to provide context and meaning to their own results."
Patrick Alleyne, Ethnicity Pay Gap Reporting: Are you Prepared?
Through the incredible range of data that Gapsquare has gathered and investigated over the years, we have been able to deduce that a lot can be learned by breaking down data by a variety of factors - including location. Your gender and ethnicity pay gap picture might be really different in your London office when compared to, say, your office in the Midlands. There is so, so much to be learned, especially with ethnicity pay reporting, by looking at where your people are.
Of course this may not the easiest thing to publish, you have to be really conscious of not identifying an individual or small group of individuals in your workplace and outlining or sharing their specific experience, whilst still allowing exploration of location-based data to be useful - but it could redefine how you approach closing the gap for good.
5 - Act Now
As we await details of ethnicity pay reporting regulations, we know that there is nothing more important than that employers take ownership of their data today. Getting ahead of the game will give you time to develop your strategy, hone your work to improve matters and build a reputation as a truly progressive and inclusive employer.