No Result
View All Result
Benefits Expert
  • About
  • Advertise
  • Alerts
  • Events
  • Contact
  • NEWS
  • IN DEPTH
  • PROFILE
  • PENSIONS
  • GLOBAL REWARDS
  • FINANCIAL BENEFITS
  • HEALTH & WELLBEING
  • DIVERSITY & INCLUSION
  • PODCAST
No Result
View All Result
Benefits Expert
  • NEWS
  • IN DEPTH
  • PROFILE
  • PENSIONS
  • GLOBAL REWARDS
  • FINANCIAL BENEFITS
  • HEALTH & WELLBEING
  • DIVERSITY & INCLUSION
  • PODCAST

Ethnicity pay gap reporting must be mandatory, says TUC

by Kavitha Sivasubramaniam
17/04/2023
ethnicity pay
Share on LinkedInShare on Twitter

RELATED POSTS

medication, sickness, inactivity, ill, wellbeing, health

Workplace absences rise to almost two weeks as HR urged to act

Rebrand, pension, news, savings, financial benefits

Pensions firm Phoenix Group to rebrand as Standard Life

Ethnicity pay gap reporting should become mandatory “without delay”, according to the Trades Union Congress (TUC).

The union body is urging ministers to introduce reporting legislation following the publication of new government guidance and advice for employers today (17 April).

General secretary Paul Nowak said: “The harsh reality is that even today, structural racism plays a big role in determining black workers’ pay and career prospects. Too often, BME [black and ethnic minority] workers are paid less for doing the same job as their white colleagues.

“Ministers must take bold action to confront inequality and racism in the labour market. The obvious first step is mandatory ethnicity pay gap reporting – not just voluntary guidance. And alongside publishing the raw data, every employer should have to publish an action plan setting out how they will close their pay gap. That will really drive more equal workplaces.

“Business and unions are united in their support for compulsory pay gap monitoring. Ministers must bring it in without delay.”

The new guidance, published by the Race Disparity Unit, Equality Hub and the Department for Business and Trade, includes advice on collecting employees’ ethnicity pay information, how to deal with data issues such as confidentiality, aggregating ethnic groups and employees’ locations, the recommended calculations and detailed instructions on how they should be done, reporting the findings, more analysis that may be required to identify causes of any disparities, and why it is important to adopt an evidence-based method when it comes to actions.

Organisations are not currently required by law to report on their ethnicity pay gaps, but many employers voluntarily publish this information in addition to their gender pay gap.

Last month (March), Business in the Community (BITC), the Prince’s Responsible Business Network, wrote to both the Prime Minister and leader of the opposition calling for mandatory ethnicity pay gap reporting to be introduced for UK employers with more than 250 employees.

Next Post
HMRC

Jobseekers want more pay and home working options, study shows

Millwall FC

EXCLUSIVE: Millwall FC launches electric car scheme

SUMMIT

BENEFITS UNBOXED PODCAST

Benefits Unboxed
Benefits Unboxed

The podcast from Benefits Expert, the title for HR, reward and benefits professionals.

Seasoned professionals examine the challenges and innovations in today’s employee benefits, reward and HR sector. Every episode, they will unbox a key issue and unpack what it really means for employers and how they can tackle it.

The regulars are Claire Churchard, editor of Benefits Expert; Carole Goldsmith, HR director at the Royal Horticultural Society, and Steve Herbert, consultant and rewards & benefits veteran.

Benefits Unboxed – Hybrid work: reality versus rhetoric
byBenefits Expert from Definite Article Media

Return-to-office mandates are a topic that’s generating plenty of heat in the media, but how closely do the headlines match workplace reality? 

In this episode, one of a three-part series of 10-minute podcasts, hosts Claire Churchard and Steve Herbert discuss data that shows remote or home working is on the rise.

We look at what this means for HR, from balancing employee flexibility with business needs, to ensuring benefits packages remain fair and accessible. We discuss the pinch points, and the opportunities, in building the new normal of work.

Benefits Unboxed – Hybrid work: reality versus rhetoric
Benefits Unboxed – Hybrid work: reality versus rhetoric
31/08/2025
Benefits Expert from Definite Article Media
Search Results placeholder

GUIDE TO WORKPLACE PENSIONS



REQUEST A FREE COPY

OPINION

Steve Herbert, consultant, ambassador, reward, benefits, HR strategy

Steve Herbert: The art of the deal?

Lorna Ferrie, legal and compliance director, Mauve Group

Lorna Ferrie: hybrid is not a loophole, remote teams can’t ignore the pay transparency push

Holly Coe, Innecto Reward Consulting

Holly Coe: friendship is an overlooked superpower when tackling workplace absenteeism

Vitality. Pippa Andrews

Pippa Andrews: how to make exercise more enjoyable for women

SUBSCRIBE

Benefits Expert

© 2024 Definite Article Limited. Design by 71 Media Limited.

  • About
  • Advertise
  • Privacy Policy
  • Terms & Conditions
  • Contact

Follow Benefits Expert

No Result
View All Result
  • News
  • In depth
  • Profile
  • Pensions
  • Global rewards
  • Financial benefits
  • Health & wellbeing
  • Diversity & Inclusion