Hello everyone, you may have noticed a lack of blogs last week and we hope it didn’t cause you too much anguish, but our Emma came down with a stinking cold, and we’ve all been so busy, we didn’t even realise that this had passed us by until it was too late! We do apologise and we hope you can forgive us!
Seeing as we skipped an Easter update, I hope you all had a lovely time. We still had a visit from the Easter bunny in the MacAskill household despite our boys getting older and grumpier – they actually said they still wanted to do an Easter egg hunt and our youngest was super chuffed with himself because for the first year he found the golden egg! So that made his day.
We had a fairly quiet weekend this weekend, but I am very much looking forward to the next one already as it is of course a bank holiday, but also because we are going to one of my favourite places in the world, Anglesey. We have family friends who have a holiday home there and it is honestly one of the most amazing places I have stayed, I feel very very lucky. Fingers crossed we continue to have some sun! They do say Anglesey is a microclimate with milder temperatures and more sunshine so here’s hoping I can get myself in the sea and also get some very much needed vitamin D!
Anyway, enough of my ramblings and onto what you are actually here for, the update. This week I thought that I would look at the potential ethnicity and disability pay gap reporting requirements which may be coming. The government launched its Equality (Race and Disability) Bill: mandatory ethnicity and disability pay gap reporting consultation on the 18 March, and it is proposing mandatory ethnicity and disability pay gap reporting for large employers (companies with over 250 people). Much like the gender pay gap reporting which has been around now since 2017.
Whilst of course, this is still just in the consultation phase, it’s important to have your eye on what is coming up so that you can be well prepared. Although it may still be a fair way off, the consultation closes in June, and then the draft Bill is expected later in the year, with the first reports not expected until 2027. But there’s no need to wait, your preparation can start now.
So, what can you do?
- Check your current data
Do you already have on your HR system a way of recoding ethnicity, or flagging any disabilities? If not, get these up to date, make sure these are GDPR compliant, and ensure there is an option for those who would “prefer not to say”.
- Get an action plan ready
Think about how you are going to ask employees for this data, we need to ensure that the data gathering is done in a respectful way in which employees feel safe enough to share these details with us.
- Spreadsheets at the ready
You can tweak your gender pay gap reporting spreadsheet here, so have a play around at changing the “male/female” column and see if you can get the spreadsheet up and running well ahead of time for when this comes in.
- Plan ahead
As with the gender pay gap reporting, think beyond just the numbers, have a look at what you already have in place in terms of mentoring, flexible working, training or coaching for example.
We all know that leaving things to last minute means is not great and by getting ahead of the game with this, it will give you chance to learn, listen and genuinely make a difference to your inclusion and diversity.
If you have concerns about pay disparities in your workplace or just around potential race or disability discrimination generally, Precept can help you with this. Don’t feel shy. Contact us and we can help!
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