FROM POLICY TO PRACTICE: WHAT WORKS
DATA COLLECTION AND ETHNICITY PAY REPORTING Robust, disaggregated data is the foundation of all meaningful action on pay equity. Yet many organisations struggle with either insufficient data quality or low disclosure rates. Effective strategies include: Creating psychologically safe spaces for staff to share ethnicity data. Explaining the purpose and benefits of data collection to build trust and increase participation. Going beyond headline figures to segment data by grade, department, location, length of service, and contract type. Publishing contextualised reports that outline methodology, actions, and outcomes. LEADERSHIP AND ACCOUNTABILITY Leadership is not just a symbolic lever, it is the system’s control panel. When diversity metrics are tied to leadership KPIs, real change happens. Conference speakers consistently emphasised that: Executives should be held accountable for EDI outcomes, including ethnicity pay gaps. Performance evaluations and bonuses must reflect progress on diversity commitments. Leaders must model inclusive behaviours, from sponsoring staff to challenging bias in decision-making forums.
“What gets measured gets done, and what gets rewarded gets prioritised.” – Anthony Horrigan
“Leadership closes the gap. Nothing else really does.” – Bernadette Thompson OBE
“Leadership sets the tone. Accountability drives the action.” - Shauna Roper
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