A new report by the Equality and Human Rights Commission that just 3% of UK employers measure their ethnicity or disability pay gap, saying that people in these two groups are “more likely to experience discrimination in recruitment, promotion and pay reward decisions.”
The report also identified that ethnic minority and disabled people are statistically more likely to be in part-time, lower-skilled or lower paid jobs, and have shorter contracts.
The Commission’s research found that 77% of employers say that diversity within their workplace is a priority for the organisation, little is done in terms of collecting data to ensure this is the case. Only 44% collect data on whether employees are disabled or not, and 3% of organisations analyse collected data to examine differences in pay progression between disabled and non-disabled staff or people of different ethnicity.
While over half say they fear that collecting this data is too intrusive and onerous, the Commission’s research found that employers tend to use binary categories, such as disabled/non-disabled, to distinguish between employees, which masks the difference between people with different impairments.
The Commission is asking that it become a legal requirement by April 2020 that employers with over 250 employees monitor and report on disability in recruitment, retention, retention and progression, and accompany their data with an action plan to close the pay gaps present.
Caroline Waters, deputy chair of the Equality and Human Rights Commission, said: “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.”
Read the full report here.
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