Diversity – Page 3

Ethnicity #2 – How many categories are there?

September 13, 2021 By Nigel Marriott

When I submitted my evidence to the Commission on Racial and Ethnic Disparities (CRED) in November 2020, I recommended that ethnicity pay gap reporting (EPGR) using the Big 5 ethnicities of White, Asian, Black, Mixed & Other be made mandatory. In the CRED report published in March 2021, recommendation 24 called for analysis of ethnicity to use the Office of National Statistics (ONS) 18+1 ethnicities as much as possible and it is my opinion this is one of the reasons why CRED stopped short of recommending mandatory EPGR in recommendation 9. In June 2021, I published 7 + 5 recommendations for improving gender pay gap reporting (GPGR) and I made it clear that all 12 of my recommendations would also apply to any EPGR system introduced by the government. However, I stated my 2nd recommendation on number of categories to be reported needed more details before it could be applied to EPGR and this article will fill in those details whilst also recording my response to recommendations 9, 10, 23 & 24 of the CRED report.

Pay Gap Trends #4 – Did the UK gender pay gap narrow in 2020?

September 5, 2021 By Nigel Marriott

This article was last updated using data submitted as of 4th September 2021.

In February 2021, the EHRC confirmed that all employers with a headcount of 250 employees or more would have to submit their gender pay gaps based on the 2020 snapshot date. Due to the lateness of this confirmation, they also stated that no enforcement action would be taken prior to the end of September 2021. As result, fewer employers than expected have reported 2020 data so far so I have used two methods of imputation to estimate that the median gender pay gap among these employers narrowed by 0.2 to 0.3 pence in the pound in 2020.

Pay Gaps #23A – How long will it take to close your pay gap?

August 9, 2021 By Nigel Marriott

Five months ago, I introduced the gender swap number as a superior statistic to the median gender pay gap. Feedback from clients and others since then has confirmed my hope they would find it more intuitive to use and interpret. This encouraged me to call on Parliament to amend the UK gender pay gap legislation so that swap numbers could be published for employers with 250 or more employees. I now want to build on this by showing a couple of simple calculations that can turn a swap number into an estimate of how long it will take an employer to close its pay gap.

Pay Gaps #22 – My 7 + 5 recommendations for amending UK pay gap legislation

June 30, 2021 By Nigel Marriott

When gender pay gap reporting was introduced by the government for the 2017 snapshot date for all employers with a headcount of 250 or more, it was made clear they would evaluate how the legislation had worked after 5 years. We are now in the 5th year of pay gap reporting and I would like to submit to the government 7 recommendations to improve the way employers’ data is reported and 5 recommendations to improve the data used in the calculations and to reduce various distortions.

Pay Gap Case Study #5 – Why Ryanair’s pay gap report is my favourite

May 28, 2021 By Nigel Marriott

Ryanair has the largest (verified) gender pay gap of any employer in the UK, they didn’t bother to report their 2019 pay gap, they are leaving their 2020 pay gap reporting to the last minute, it’s pay gap narrative is only 1 page, they incorrectly use pie charts to represent the pay gap and they have a dodgy bar chart the Liberal Democrats would be proud of! But apart from all that, Ryanair’s gender pay gap report is a shining example that all other employers could learn from. Out of the hundred plus pay gap narratives I have read so far, Ryanair’s is my favourite.

Pay Gaps #21 – No employer has a gender & ethnicity pay gap! Let’s celebrate!

April 19, 2021 By Nigel Marriott

It’s April 2029 and the government is trumpeting the fact that no employer in the UK has a gender pay gap or ethnicity pay gap. All employers say that their median woman’s hourly pay is the same as the median man’s hourly pay and their median white employee’s hourly pay is the same as their median non-white employee’s hourly pay. Would you be joining in the celebrations?

Pay Gaps #20 – Abolish the Gender Pay Gap!

March 8, 2021 By Nigel Marriott

I call upon Parliament to abolish the Gender Pay Gap by requiring employers to report their Gender Swap Number instead. When presented alongside an employer’s Gender Pay Fingerprint, the Gender Swap Number tells everyone how much work the employer needs to do to eliminate their gender pay gap and allows for a fairer comparison between employers.

Pay Gaps #19 – Employers should report their Ethnicity Pay Fingerprints

November 29, 2020 By Nigel Marriott

The UK government has promised to give their views and proposals for introducing Ethnicity Pay Gap (EPG) reporting by the end of 2020. A year ago, I pointed out statistical, data & ethical issues with EPG and listed 5 possible ways EPG could be introduced but I have not yet focused on what employers should be reporting. I have now concluded that Ethnicity Pay Fingerprints are vastly superior to Ethnicity Pay Gaps and my new recommendation is that all employers with 500 or more employees should be required to report their Ethnicity Pay Fingerprint (EPF) instead of their Ethnicity Pay Gap. If EPF is widely adopted and found to be beneficial then I would recommend that reporting of other protected characteristics such as gender & disability should be reported using Pay Fingerprints instead of Pay Gaps.

Pay Gaps #18 – 10 quick and easy ways to close your gender pay gap!

November 15, 2020 By Nigel Marriott

You’ve just calculated your latest gender pay gap. With a sigh, you note that it is still large and at current rate of progress, it will take you 30 years to close it. Surely there must be a quicker and easier way to eliminate your pay gap? The good news is that if you use the 10 tools of Creative Pay Gapping, you can eliminate your pay gap tomorrow!

Pay Gap Case Study #4 – What is the gender pay gap at Novartis UK?

September 15, 2020 By Nigel Marriott

Welcome to my next case study where I look at the 2019 pay gap figures of Novartis UK. They caught my eye when they posted on LinkedIn the following statement.

“… our 2019 gender pay report which highlights that on average, women earn more than men across all of our UK sites and divisions…“

When I looked at the two legal entities that were required to report gender pay gaps, I saw that both reported pay gaps favouring men instead. Something odd is going here and it’s a perfect case study to show why anyone who analyses pay gaps needs to pay more attention to a Bletchley Park codebreaker from world war 2 who introduced the world to Simpson’s Paradox.