INTRODUCTION
AIMS AND SCOPE The primary aim of this report is to move beyond headlines and provide a detailed, action- oriented framework for addressing the ethnicity pay gap across sectors. Specifically, this report seeks to: Clarify the structural roots of the ethnicity pay gap and dispel common misconceptions. Explore the role of leadership and systemic accountability in driving sustainable change. Highlight best practices in data collection, action planning, sponsorship, and governance. Provide sector-wide recommendations that balance ambition with practicality. Incorporate an intersectional lens to ensure strategies are inclusive of the full range of identities and experiences. The scope of the report includes insights from a range of professional sectors, HEIs, finance, public services, healthcare, creative industries, and more, while reflecting the lived realities of employees navigating overlapping barriers based on race, gender, disability, and socio- economic background.
“We know the issues; we know what needs doing. Why isn’t it happening?” – Professor David Mba
METHODOLOGY AND SOURCES
This report is grounded in a combination of expert insight, sector-specific research, and practical experience. It draws heavily on the rich discussions and strategic recommendations shared by esteemed panellists at the Ethnicity Pay Gap Conference 2025, hosted by the University of East London’s Office for Institutional Equity (OIE). These contributors brought diverse perspectives from higher education, the private sector, policy, and community advocacy, offering lived experiences, organisational case studies, and forward-thinking solutions. In addition to the conference proceedings, the report integrates data and insights from a range of reputable sources, including: The Office for Institutional Equity (OIE) – providing thought leadership and research on structural equity in education and employment. Inclusive Employers – offering evidence-based practices and frameworks for building inclusive workplace cultures. Chartered Management Institute (CMI) – contributing research on inclusive leadership and organisational accountability. Change the Race Ratio – supplying key data on board and senior leadership representation, transparency practices, and ethnicity disclosure trends.
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