Only 13 of the 100 largest listed employers in the UK have disclosed their ethnic pay differentials, prompting further calls for the government to make reporting of racial income disparities mandatory.
Analysis of the FTSE 100, which includes the largest companies listed on the London Stock Exchange, found that widespread commitments ofemployers to take action on racial disparities in the wake of Black Lives Matter summer 2020 protests have yet to yield concrete data.
Among those who have the figures published are the developer British Land, who revealed a pay gap between white and ethnic minority staff of over 27 %, British Telecom, whose reported a discrepancy 5.7% average salary between White British and Black African, Caribbean and British staff, and NatWest, which reported an overall median wage gap of 14.1% based on ethnicity.
But the prMajor employers such as Next, Unilever and Aviva have yet to report figures and the Chartered Institute of Professional Development has said progress is too slow and inconsistent. Aviva said he will publish later this year.
On Monday, MEPs will debate the obligation to declare the pay gap by ethnicity, after 130,000 people signed a petition supporting change. All employers with more than 250 employees must already publish figures on the gender pay gap, which do not necessarily represent pay inequality for equal work, but can show how different groups are distributed on pay brackets.
"It 's only when we see organizations start to publicly report
"It must be a collective goal that our organizations reflect the communities we live in and the mandatory ethnic pay data gives companies, investors and regulators the tools they need to see the current reality and where changes need to happen, ”said Lady McGregor-Smith
But in April, the government Commission on Racial and Ethnic Disparities a stated reporting should only be done on a voluntary basis.
When it previously considered making the declaration of pay differentials according to ethnic origin mandatory, the government has raised "concerns about the legality of collecting ethnicity data, low employee response rates, and the need to ensure employee anonymity" as one of the most common barriers .
A government spokesperson said it was considering the committee's recommendations, alongside its own consultation, which ended in January 2019.
"Building a fairer economy means making sure UK organizations reflect the
Peter Cheese, CEO of CIPD, who carried out the research, said the gender pay gap reports have accelerated progress," and we believe the same is needed for ethnicity pay reporting… [and] will help create fairer workplaces and societies and initiate real change. ”
Sainsbury 's reported that its median pay gap was -3.1% - that is, in favor of ethnic minorities compared to white Britons. But this is largely because more than half of its minority staff work in London stores, earning a localization bonus.
The latest national figures from the Office of National Statistics for 2019 show the pay gap entre ethnicities England and Wales stand at 2.3% but differ considerably from region to region and are largest in London (23.8%) and smallest in Wales (1.4%). It also differs among different ethnicities. People of Pakistani descent earned 16% less than white Britons, almost £ 2 less an hour on average, while people of Indian descent earned almost £ 2 more.