{"id":6309,"date":"2025-06-09T09:02:48","date_gmt":"2025-06-09T08:02:48","guid":{"rendered":"https:\/\/marriott-stats.com\/nigels-blog\/?p=6309"},"modified":"2026-03-31T20:07:49","modified_gmt":"2026-03-31T19:07:49","slug":"my-recommendations-for-ethnicity-and-disability-pay-gap-reporting","status":"publish","type":"post","link":"https:\/\/marriott-stats.com\/nigels-blog\/my-recommendations-for-ethnicity-and-disability-pay-gap-reporting\/","title":{"rendered":"Pay Gaps #32 &#8211; My Response to the Ethnicity &#038; Disability Pay Gap Reporting Consultation"},"content":{"rendered":"<p class=\"article-editor-content__paragraph article-editor-content__has-focus\">The government&#8217;s consultation on whether ethnicity and disability pay gap reporting should be made mandatory for large employers has now closed.\u00a0 I submitted a response in my capacity as a professional statistician with <strong>7<\/strong> years experience of helping employers to get to grips with pay gap reporting.\u00a0 My response was in two parts, a briefing note of the <strong>9<\/strong> statistical challenges that have to be confronted for a workable reporting system to be introduced and my answers to the <strong>33<\/strong> questions posed by the government in their consultation.<\/p>\n<p><span style=\"color: #800000;\"><em>** The government published its response to the consultation on 25th March 2026 (link in next section) **<\/em><\/span><\/p>\n<p><span style=\"color: #800000;\"><em>*** This post was updated on 9th June 2025 with links to my final response.\u00a0 Links to my draft response can be found at the end of this post. ***<\/em><\/span><\/p>\n<p>&nbsp;<\/p>\n<p><!--more--><\/p>\n<h5><span style=\"color: #008000;\"><strong>The Government&#8217;s Consultation<\/strong><\/span><\/h5>\n<p>The government asked for responses in two forms.\u00a0 First, it posed <strong>33<\/strong> questions which asked you to select from a <strong>5-point Agree to Disagree<\/strong> scale.\u00a0 It then gave a dozen or so free text boxes where you could expand on your reasons for your selections.\u00a0 There were two links available &#8211;<\/p>\n<ul>\n<li>The detailed proposals and what the government <a href=\"https:\/\/www.gov.uk\/government\/consultations\/equality-race-and-disability-bill-mandatory-ethnicity-and-disability-pay-gap-reporting\" target=\"_blank\" rel=\"noopener\">wanted to know was here<\/a>.<\/li>\n<li>The official form to <a href=\"https:\/\/www.smartsurvey.co.uk\/s\/Equality-Bill-Consultation\/\" target=\"_blank\" rel=\"noopener\">submit your response was here<\/a>.<\/li>\n<\/ul>\n<p><span style=\"color: #800000;\"><em>**Added 31st March 2026**<\/em><\/span> The government published <a href=\"https:\/\/www.gov.uk\/government\/consultations\/equality-race-and-disability-bill-mandatory-ethnicity-and-disability-pay-gap-reporting\" target=\"_blank\" rel=\"noopener\">its response to the consultation on 25th March 2026 here.<\/a>\u00a0 I will publish a review at a later date but my first reaction is that it does not address any of the 9 statistical challenges I describe in the next section.\u00a0 In effect, the government has chosen the worse possible option for mandatory ethnicity &amp; disability pay gap reporting.<\/p>\n<h5><span style=\"color: #008000;\"><strong>My Briefing Note on 9 Statistical Challenges<\/strong><\/span><\/h5>\n<p>The government proposal for ethnicity &amp; disability pay gap reporting can be summarised in a single paragraph.<\/p>\n<p style=\"padding-left: 40px;\"><span style=\"color: #993300;\"><em>\u201cTo compel employers with no stats skills once a year to compare the hourly pay of at least <strong>3<\/strong> self declared categories of employees with a minimum of <strong>10<\/strong> people per category plus missing data rates of between <strong>5%<\/strong> and <strong>50%<\/strong> using a pay data set where the standard deviation of hourly pay is typically \u00a0<strong>50-100%<\/strong> of the mean, publish this data in the public domain, draw wide ranging conclusions from this comparison so as to publish an action plan on which they can be held to account on.\u201d<\/em><\/span><\/p>\n<p>This is effectively what the government wants employers to do, a challenge many professional statisticians would struggle with.\u00a0 For a workable reporting system to be implemented, the government must first of all consider the <strong>9<\/strong> statistical &amp; data challenges and decide what is the best way to resolve these.\u00a0 My briefing note describes these challenges in more detail and you can download a PDF version of these using the link below.<\/p>\n<h5><span style=\"color: #993300;\"><strong><a style=\"color: #993300;\" href=\"https:\/\/marriott-stats.com\/nigels-blog\/wp-content\/uploads\/2025\/06\/EPGR-DPGR-Consultation-2025-9-Statistical-Challenges-A-Briefing-Note-by-Nigel-Marriott-CStat-v2.pdf\">EPGR &amp; DPGR Consultation 2025 &#8211; 9 Statistical Challenges &#8211; A Briefing Note by Nigel Marriott CStat v2<\/a><\/strong><\/span><\/h5>\n<p>The last section of the note gives an overview of what is currently required from employers reporting their gender pay gaps using two employers (<strong><a href=\"https:\/\/gender-pay-gap.service.gov.uk\/employers\/8130\" target=\"_blank\" rel=\"noopener\">Mars Confectionery<\/a><\/strong> and the <a href=\"https:\/\/gender-pay-gap.service.gov.uk\/employers\/14225\" target=\"_blank\" rel=\"noopener\"><strong>UK Atomic Energy Authority<\/strong><\/a>) as examples.\u00a0 I hope this section is useful to readers who are not familiar with these requirements.<\/p>\n<p>&nbsp;<\/p>\n<h5><span style=\"color: #008000;\"><strong>My Response to the Consultation<\/strong><\/span><\/h5>\n<p>Here is my submission in PDF format which you can download using the link below.\u00a0 You are more than welcome to reuse what I have written elsewhere.<\/p>\n<h5><span style=\"color: #993300;\"><strong><a style=\"color: #993300;\" href=\"https:\/\/marriott-stats.com\/nigels-blog\/wp-content\/uploads\/2025\/06\/EPGR-DPGR-Consultation-2025-33-Questions-Response-by-Nigel-Marriott-CStat.pdf\">EPGR &amp; DPGR Consultation 2025 &#8211; 33 Questions &#8211; Response by Nigel Marriott CStat<\/a><\/strong><\/span><\/h5>\n<p>There are <strong>8<\/strong> key points I want the government to take note of.<\/p>\n<ol>\n<li>Put <strong>pay quarter breakdowns<\/strong> at the heart of employer reporting.<\/li>\n<li><span style=\"color: #ff0000;\">No mean and median hourly pay gap and bonus pay gap calculations whatsoever.<\/span><\/li>\n<li><strong>Minimum of 3 categories of employees<\/strong> to be reported which includes an <strong>unknown<\/strong><\/li>\n<li><strong>Minimum of 50 employees per category<\/strong>, not the proposed 10.<\/li>\n<li>Employer flexibility on how to ask their employees for their ethnicity &amp; disability, which categories to use and which aggregations of small categories to be used.<\/li>\n<li>Link definition of disability to the Equality Act 2010 definition and <strong>use reasonable adjustments<\/strong> as basis of any disability categorisation.\n<ul>\n<li>Consider using race pay gap reporting as per EA10 definitions rather than ethnicity pay gap reporting which does not accord with EA10 definitions of race.<\/li>\n<\/ul>\n<\/li>\n<li>Encourage a continuous improvement mentality by getting employers to <strong>report what they&#8217;ve tried that&#8217;s worked and also what&#8217;s not worked<\/strong>.<\/li>\n<li><span style=\"color: #ff0000;\">No benchmarking of employers whatsoever in the private sector and minimised in the public sector.<\/span><\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<h5><span style=\"color: #008000;\"><strong>Why the government should be listening to me<\/strong><\/span><\/h5>\n<p>When it comes to resolving the statistical and data challenges of employer ethnicity and disability reporting, I consider myself to be the leading statistician in this field.\u00a0 The reasons I make this claim are &#8211;<\/p>\n<ol>\n<li>I wrote <a href=\"https:\/\/marriott-stats.com\/nigels-blog\/wp-content\/uploads\/2023\/06\/Turn-ethnicity-pay-gap-data-into-insights-and-actions-BEIS-guidance-v5.1-DRAFT.pdf\">the draft ethnicity pay gap reporting guidance for employers<\/a> for the Department of Business &amp; Trade in 2022. The <a href=\"https:\/\/marriott-stats.com\/nigels-blog\/my-review-of-uk-government-ethnicity-pay-gap-reporting-guidance\/\">background to this is described here<\/a>.<\/li>\n<li>I wrote <a href=\"https:\/\/marriott-stats.com\/nigels-blog\/ethnicity-pay-gap-reporting-briefing-note-for-parliamentary-debate-20-september-2021\/\">a briefing note for parliamentarians ahead of two parliamentary debates in 2021<\/a>. My name was mentioned <a href=\"https:\/\/marriott-stats.com\/nigels-blog\/ethnicity-pay-gap-reporting-parliamentary-debate-20-september-2021\/\">in parliament by Elliot Colburn MP<\/a> who opened the first debate.<\/li>\n<li>I assisted the Cabinet Office in 2020 in <a href=\"https:\/\/www.gov.uk\/government\/publications\/gender-pay-gap-reporting-guidance-for-employers\/overview\">revising the guidance to employers<\/a> who are required to report their gender pay gaps.<\/li>\n<li>I represented the Royal Statistical Society when giving evidence to the Treasury Select Committee in June 2019 on the \u201c<a href=\"https:\/\/marriott-stats.com\/nigels-blog\/gender-pay-gap-treasury-committee\/\">Effectiveness of Gender Pay Gap Reportin<\/a>g\u201d.<\/li>\n<li>I have 7 years experience of working with dozens of clients to help them understand &amp; report their pay gaps, write their narratives and to identify priorities &amp; actions to close their gaps.<\/li>\n<li>I <a href=\"https:\/\/marriott-stats.com\/introduction-to-pay-gap-analytics\/\">run training courses in pay gap analytics<\/a> for clients and I have written <a href=\"https:\/\/marriott-stats.com\/nigels-blog\/stats-training-materials-pay-gap-analytics\/\">nearly 100 blogs and articles<\/a> on how to use and interpret pay gap data correctly.<\/li>\n<li>I have <a href=\"https:\/\/www.linkedin.com\/in\/nigelmarriottcstat\/\">34 years experience of working with over 200+ non-statistical clients<\/a> (such as HR departments) across many industries, sectors and countries to help them to turn their data into insights and actions.<\/li>\n<li>I am <a href=\"https:\/\/rss.org.uk\/membership\/professional-register\/?name=Marriott\">an active fellow of the Royal Statistical Society<\/a> and was accredited by them as a Chartered Statistician in 2003.<\/li>\n<li>I was admitted as a <a href=\"https:\/\/academyofexperts.org\/\">Member of The Academy of Experts<\/a> in 2023. My expert witness work dates back to 2007 and I have given evidence in indirect discrimination claims.<\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<h5><span style=\"color: #008000;\"><strong>Responses made by other organisations<\/strong><\/span><\/h5>\n<p>I am not the only respondent.\u00a0 Other individuals and organisations did so and some put their response in the public domain.\u00a0 Unfortunately, the quality of these vary considerably and so here I distinguish between the good, bad and ugly.<\/p>\n<p>The following organisations have made good responses that either make similar points to me or complement what I&#8217;ve written in a positive way.<\/p>\n<ul>\n<li><strong><a href=\"https:\/\/www.spktral.com\/spktrals-gov-consultation-response\/\" target=\"_blank\" rel=\"noopener\">Spktral<\/a> <\/strong>&#8211; Spktral are one of the few organisations out there who like me understand it is imbalances in representation that drive pay gaps.\u00a0 If there are no imbalances, there are no pay gaps.\u00a0 So why not measure and track the imbalances directly rather than using a pay gap statistic which is misunderstood by many and is actionless?\u00a0 Spktral also published a 4-part series on their blog which explains in detail the numerous issues with the existing gender pay gap reporting system and why a reset is needed.\n<ol>\n<li><a href=\"https:\/\/www.linkedin.com\/pulse\/rhetoric-vs-reality-the-true-origins-pay-gaps-myths-misinformation-gsdye\/?trackingId=OKin72suyWrdGxRvAtT3lA%3D%3D&amp;lipi=urn%3Ali%3Apage%3Ad_flagship3_pulse_read%3BEK9r1n3SRYCrIf5TD5cgzw%3D%3D\" target=\"_blank\" rel=\"noopener\">Part 1 &#8211; Rhetoric v Reality<\/a><\/li>\n<li><a href=\"https:\/\/www.linkedin.com\/pulse\/what-happened-gender-sharp-analysis-issues-surrounding-gpgr-yd9je\/?trackingId=n%2FPxx%2BFg3pf5NHOvexOtag%3D%3D&amp;lipi=urn%3Ali%3Apage%3Ad_flagship3_pulse_read%3BEK9r1n3SRYCrIf5TD5cgzw%3D%3D\" target=\"_blank\" rel=\"noopener\">Part 2A &#8211; What Happened to Gender?<\/a><\/li>\n<li><a href=\"https:\/\/www.linkedin.com\/pulse\/what-happened-gender-sharp-analysis-issues-surrounding-gpgr-cemxe\/?trackingId=KWcNo%2FRjpcXmk%2FBeEs9xkg%3D%3D&amp;lipi=urn%3Ali%3Apage%3Ad_flagship3_pulse_read%3BEK9r1n3SRYCrIf5TD5cgzw%3D%3D\" target=\"_blank\" rel=\"noopener\">Part 2B &#8211; What Happened to Gender (cont)?<\/a><\/li>\n<li><a href=\"https:\/\/www.linkedin.com\/pulse\/clear-way-forward-spktral-7kahe\/?trackingId=dl%2Ftf6IfS5G%2BWdkBBg7yug%3D%3D\" target=\"_blank\" rel=\"noopener\">Part 3 &#8211; The Way Forward<\/a><\/li>\n<\/ol>\n<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<ul>\n<li><a href=\"https:\/\/rss.org.uk\/news-publication\/news-publications\/2025\/statistics-news\/rss-calls-for-a-better-approach-to-ethnicity-and-d\/\" target=\"_blank\" rel=\"noopener\"><strong>Royal Statistical Society<\/strong> <\/a>&#8211; I am a fellow of the RSS and I asked the CEO if the RSS were interested in responding given the statistical issues.\u00a0 They decided to do so since tackling diversity &amp; inclusion issues is part of their strategy.\u00a0 In their response, the RSS emphasises similar issues to those in my response.\u00a0 In part this is because I sent them an advanced copy of my briefing note of the 9 statistical &amp; data challenges, a document they reviewed and asked me a number of questions about to clarify their thoughts.\n<ul>\n<li>You can also read and comment on their submission on <strong><a href=\"https:\/\/www.linkedin.com\/posts\/royal-statistical-society_paygapreporting-equality-inclusion-activity-7338481556434440192-orxj?utm_source=share&amp;utm_medium=member_desktop&amp;rcm=ACoAAABF17kB5R12gNTTM_WC0_LZp6gB1EmSE7o\" target=\"_blank\" rel=\"noopener\">LinkedIn here<\/a><\/strong>.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>The following organisations have made mixed responses with some good parts mixed with some bad parts.<\/p>\n<ul>\n<li>None identified at present<\/li>\n<\/ul>\n<p>The following organisations have submitted poor responses that will be harmful to employers who follow their recommendations.\u00a0 If you have contacts with these organisations, please do your best to get them to modify or delete their response.<\/p>\n<ul>\n<li><strong>ShareAction<\/strong> &#8211; bluntly they do not have a clue.\u00a0 You can see this from this line in their response &#8220;<em>ShareAction has adopted the Chartered Institute of <\/em><em>Personnel and Development (CIPD)\u2019s recommendation of aligning ethnicity pay gap reporting to gender pay gap reporting as it will minimise additional work and bureaucracy for human resources and payroll teams.<\/em>&#8221;\u00a0 Anyone who actually understands pay gap reporting would instantly know you cannot align ethnicity\/disability with gender and <a href=\"https:\/\/marriott-stats.com\/nigels-blog\/my-review-of-uk-government-ethnicity-pay-gap-reporting-guidance\/\" target=\"_blank\" rel=\"noopener\">the goal of minimising the burden on HR teams is actually a mirage since it will create more work<\/a>.\u00a0 Anyone who truly understands the statistical challenges of pay gap reporting would know that CIPD do not have a clue <a href=\"https:\/\/marriott-stats.com\/nigels-blog\/ethnicity-pay-gap-reporting-parliamentary-debate-20-september-2021\/\" target=\"_blank\" rel=\"noopener\">as I made clear in this article<\/a>.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<h5><span style=\"color: #008000;\"><strong>My Draft Response<\/strong><\/span><\/h5>\n<p>I posted my draft response on 1st June 2025 and asked for comments and views before I submitted my final response.\u00a0 I would like to thank everyone who responded and your comments helped me realise I needed to say more about what the goal of employer diversity reporting should be about.\u00a0 The links below take you to the PDF versions of my drafts for both my briefing note and my response to the consultation.<\/p>\n<ul>\n<li><span style=\"color: #993300;\"><strong><a style=\"color: #993300;\" href=\"https:\/\/marriott-stats.com\/nigels-blog\/wp-content\/uploads\/2025\/06\/EPGR-DPGR-Consultation-2025-Briefing-Note-by-Nigel-Marriott.pdf\">EPGR &amp; DPGR Consultation 2025 &#8211; DRAFT Briefing Note by Nigel Marriott<\/a><\/strong><\/span><\/li>\n<li><span style=\"color: #993300;\"><strong><a style=\"color: #993300;\" href=\"https:\/\/marriott-stats.com\/nigels-blog\/wp-content\/uploads\/2025\/06\/EPGR-DPGR-Consultation-2025-Response-by-Nigel-Marriott-DRAFT.pdf\">EPGR &amp; DPGR Consultation 2025 &#8211; DRAFT Response by Nigel Marriott<\/a><\/strong><\/span><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<h5><strong><span style=\"color: #993300;\">&#8212; Would you like to comment on this article? &#8212;-<\/span><\/strong><\/h5>\n<p>Please do leave your comments on this <span style=\"color: #008000;\"><strong>LinkedIn<\/strong> <\/span>thread.\u00a0 You can find comments on my draft response on this <a href=\"https:\/\/www.linkedin.com\/posts\/nigelmarriottcstat_next-tuesday-is-the-deadline-for-submitting-activity-7335276830691631104-z9GT?utm_source=share&amp;utm_medium=member_desktop&amp;rcm=ACoAAABF17kB5R12gNTTM_WC0_LZp6gB1EmSE7o\" target=\"_blank\" rel=\"noopener\"><span style=\"color: #008000;\"><strong>LinkedIn thread<\/strong><\/span><\/a>.<\/p>\n<p>&nbsp;<\/p>\n<h5><strong><span style=\"color: #993300;\">&#8212; Subscribe to my newsletter to receive more articles like this one! &#8212;-<\/span><\/strong><\/h5>\n<p>If you would like to receive notifications from me of news, articles and offers relating to diversity &amp; pay gaps, please <span style=\"color: #008000;\"><strong><a style=\"color: #008000;\" href=\"https:\/\/marriott-stats.com\/nigels-blog\/subscribe-to-our-newsletter\/\" target=\"_blank\" rel=\"noopener\">click here to go to my Newsletter Subscription page<\/a><\/strong><\/span> and tick the <strong>Diversity<\/strong> category and other categories that may be of interest to you.\u00a0 You will be able to unsubscribe at anytime.<\/p>\n<h5><span style=\"color: #993300;\"><strong>&#8212; Want to know more about pay gaps?\u00a0 &#8212;<\/strong><\/span><\/h5>\n<p>You will find a full list of my pay gap &amp; diversity related articles <span style=\"color: #008000;\"><strong><a style=\"color: #008000;\" href=\"https:\/\/marriott-stats.com\/nigels-blog\/stats-training-materials-pay-gap-analytics\/\" target=\"_blank\" rel=\"noopener noreferrer\">here which are grouped by theme<\/a><\/strong><\/span>.<\/p>\n<h5><span style=\"color: #993300;\"><strong>&#8212; Need help with understanding your pay gap? &#8212;<\/strong><\/span><\/h5>\n<p>I offer the following services.\u00a0 Please click on the headings for more details.<\/p>\n<ol>\n<li><a href=\"https:\/\/marriott-stats.com\/pay-gap-analytics\/\" target=\"_blank\" rel=\"noopener\"><span style=\"color: #993300;\"><strong><span style=\"color: #008000;\">Analysis<\/span><\/strong><\/span> <\/a>&#8211; I can dig deep into your data to identify the key drivers of your pay gaps.\u00a0 I can build a model using a large number of variables such as pay band, seniority, job function, location, etc and use this to identify the priority areas for closing your gaps.<\/li>\n<li><a href=\"https:\/\/marriott-stats.com\/introduction-to-pay-gap-analytics\/\" target=\"_blank\" rel=\"noopener\"><span style=\"color: #993300;\"><strong><span style=\"color: #008000;\">Training<\/span><\/strong><\/span><\/a> &#8211; I run training courses in basic statistics which are designed for non-statisticians such as people working in HR.\u00a0 The courses will show you how to perform the relevant calculations in Microsoft Excel, how to interpret what they mean for you and how to incorporate these in an action plan to close your gaps.<\/li>\n<li><a href=\"https:\/\/marriott-stats.com\/expert-witness\/\" target=\"_blank\" rel=\"noopener\"><span style=\"color: #993300;\"><strong><span style=\"color: #008000;\">Expert Witness<\/span><\/strong><\/span><\/a> &#8211; Has your gender pay gap data uncovered an issue resulting in legal action?\u00a0 Need an expert independent statistician who can testify whether the data supports or contradicts a claim of discrimination?\u00a0 I have experience of acting as an expert witness for either plaintiff or defendant and I know how to testify and explain complex data in simple language that can be easily understood by non-statisticians.<\/li>\n<\/ol>\n<p>If you would like to have a no-obligation discussion about how I can help you, <strong><span style=\"color: #008000;\"><a style=\"color: #008000;\" href=\"https:\/\/marriott-stats.com\/contact-us\/\" target=\"_blank\" rel=\"noopener noreferrer\">please do contact me<\/a><\/span><\/strong>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The government&#8217;s consultation on whether ethnicity and disability pay gap reporting should be made mandatory for large employers has now closed.\u00a0 I submitted a response in my capacity as a professional statistician with 7 years experience of helping employers to get to grips with pay gap reporting.\u00a0 My response was in two parts, a briefing [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[64],"tags":[341,267,339,82,209,117,340,242,148,342,343,247,166],"class_list":{"0":"post-6309","1":"post","2":"type-post","3":"status-publish","4":"format-standard","6":"category-diversity","7":"tag-consultation","8":"tag-disability","9":"tag-disability-pay-fingerprint","10":"tag-ethnicity","11":"tag-ethnicity-pay-fingerprint","12":"tag-ethnicity-pay-gap","13":"tag-gender","14":"tag-pay-gap-report","15":"tag-pay-gaps","16":"tag-pay-quarter-breakdown","17":"tag-pqb","18":"tag-recommendations","19":"tag-uk-government","20":"entry","21":"override"},"_links":{"self":[{"href":"https:\/\/marriott-stats.com\/nigels-blog\/wp-json\/wp\/v2\/posts\/6309","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/marriott-stats.com\/nigels-blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/marriott-stats.com\/nigels-blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/marriott-stats.com\/nigels-blog\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/marriott-stats.com\/nigels-blog\/wp-json\/wp\/v2\/comments?post=6309"}],"version-history":[{"count":21,"href":"https:\/\/marriott-stats.com\/nigels-blog\/wp-json\/wp\/v2\/posts\/6309\/revisions"}],"predecessor-version":[{"id":6843,"href":"https:\/\/marriott-stats.com\/nigels-blog\/wp-json\/wp\/v2\/posts\/6309\/revisions\/6843"}],"wp:attachment":[{"href":"https:\/\/marriott-stats.com\/nigels-blog\/wp-json\/wp\/v2\/media?parent=6309"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/marriott-stats.com\/nigels-blog\/wp-json\/wp\/v2\/categories?post=6309"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/marriott-stats.com\/nigels-blog\/wp-json\/wp\/v2\/tags?post=6309"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}