5. CASE STUDIES AND BEST PRACTICES To move from theory to transformation, organisations need not reinvent the wheel. Across sectors, several organisations have demonstrated how intentional, data-informed, and accountable approaches can make a measurable difference in closing the ethnicity pay gap. This section presents illustrative examples of what works in practice. Change the Race Ratio, launched in 2020, has shown that when organisations commit to clear targets, transparent reporting, and cultural transformation, meaningful progress in racial and ethnic diversity is achievable. The 2024 Progress Report highlights that among its signatories, comprising 30 FTSE 350 companies, 39 large private businesses, and 49 SMEs, there has been a concerted effort to set and pursue ambitious diversity goals. Key achievements include: A significant increase in the number of companies setting targets for racial and ethnic minority representation at board and executive levels. Enhanced transparency, with more organisations publishing race action plans and ethnicity pay gap data within two years of joining the initiative. The development of more inclusive cultures, supported by cross-company mentoring programs like Mission Include, which has empowered over 3,000 participants from 111 organisations globally. These outcomes underscore the effectiveness of structured commitments and peer accountability in driving diversity and inclusion. The following case studies delve deeper into how participating organisations have implemented these principles, illustrating the tangible benefits of sustained, focused action.
CASE STUDY #1: INCLUSIVE PROGRESSION STRATEGIES (KPMG)
KPMG has used a combination of data segmentation and policy reform to tackle disparities in progression. Key actions: Disaggregated progression data to identify barriers by ethnicity, location, and department. Implemented sponsorship programmes that connected high-potential ethnic minority employees with executive sponsors. Reviewed performance ratings and promotion decisions for equity and transparency. Impact: Improved internal mobility among underrepresented groups. Increased ethnic minority representation in senior leadership roles. Strengthened organisational accountability through annual progress reports.
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