{"id":4182,"date":"2021-09-14T13:48:15","date_gmt":"2021-09-14T12:48:15","guid":{"rendered":"https:\/\/marriott-stats.com\/nigels-blog\/?p=4182"},"modified":"2021-09-20T13:50:24","modified_gmt":"2021-09-20T12:50:24","slug":"ethnicity-pay-gap-reporting-briefing-note-for-parliamentary-debate-20-september-2021","status":"publish","type":"post","link":"https:\/\/marriott-stats.com\/nigels-blog\/ethnicity-pay-gap-reporting-briefing-note-for-parliamentary-debate-20-september-2021\/","title":{"rendered":"Pay Gaps #24 – Briefing Note for Parliament’s debate on Ethnicity Pay Gaps"},"content":{"rendered":"

The UK Parliament is about to debate whether or not ethnicity pay gap reporting (EPGR) by UK employers should be made mandatory.\u00a0 The debate will start at 4.30pm on Monday 20th September 2021<\/span><\/a> and is a result of an e-petition reaching the threshold<\/a><\/span> to require a parliamentary debate.\u00a0 To assist MPs, journalists, campaigners and anyone else interested in this debate, I have written a briefing note which lists 9 key points that need to be addressed during the debate.<\/p>\n

Update 20th September – The Parliament TV link is here<\/a> and my live-tweet thread is here<\/a>.<\/em><\/p>\n

<\/p>\n

You can download my 8 page briefing note using this link.<\/p>\n

Nigel Marriott’s Briefing Note re Ethnicity Pay Gap Reporting 12th September 2021<\/a><\/strong><\/span><\/h4>\n

You are free to quote anything from this or indeed from any of my blogs but I would appreciate being acknowledged as the source.\u00a0 I prefer to be described as Nigel Marriott, Independent Statistician<\/span><\/strong> but Nigel Marriott, Chartered Statistician<\/strong><\/span> is also acceptable.<\/p>\n

There are 3 sections (scroll down for full list of contents) in the note –<\/p>\n

    \n
  1. (3 pages) 9 key points that must be borne in mind when considering ethnicity pay gap reporting legislation<\/li>\n
  2. (1 page) 6 key blog posts of mine that explain my thinking on EPGR in more detail<\/li>\n
  3. (2 pages) A summary of my background and experience<\/li>\n<\/ol>\n

    I would urge anyone interested in this debate to take note of the many complex issues that have to be addressed before any EPGR legislation can be enacted.\u00a0 Employers already struggle with gender pay gap reporting (GPGR) and I am currently auditing a random sample of 440 employers gender pay gap reports to measure how well or badly they are doing GPGR.\u00a0 Initial results are discouraging (final results will only be available to subscribers of my newsletter<\/a>) and I expect these to be at least 10 times worse with EPGR.\u00a0 There is no magic bullet to overcome the issues I have talked about since June 2019 when I gave evidence to the Treasury Select Committee<\/a>.\u00a0 Parliament will be faced with a choice between a voluntary system where some motivated employers do a semi-decent job and a mandatory system where the vast majority of employers will not have a clue what to do and with many not having any usable data to analyse in the first place.<\/p>\n

    I’ve see many campaigns for EPGR to be introduced and I have always supported the principle of EPGR.\u00a0 However, I see no-one apart from myself spending time looking in detail as to how<\/strong> EPGR can be done.\u00a0 My briefing note lists the issues that need to be debated with respect to the How<\/strong>.\u00a0 The response I have had at times when I raise these issues has echoed the surreal experience of Anderson in the quite brilliant YouTube clip “The Expert<\/span><\/em><\/strong>“.<\/a>\u00a0 I reproduce the narrative from 4 minutes 40 seconds in which typifies the kind of response I get at times.<\/p>\n