6. RECOMMENDATIONS FOR EMPLOYERS The ethnicity pay gap will not close through passive intent or surface-level pledges. As echoed throughout the Ethnicity Pay Gap Conference 2025, employers must adopt a strategic, sustained, and system-wide approach. This section outlines practical, high-impact recommendations that organisations can implement at pace and scale.
IMMEDIATE STEPS
1. Publish Ethnicity Pay Gap Data Transparently Start with the data you have. Imperfect data is better than silence. Provide context: explain methodologies, caveats, and what actions are being taken in response. Encourage self-declaration by building trust and communicating the purpose behind data collection. 2. Conduct an Organisational Equity Audit Map where employees from different ethnic backgrounds are located across departments, grades, and contract types. Analyse recruitment, promotion, pay, retention, and exit data to identify equity bottlenecks. 3. Educate Leadership and Line Managers Provide training that goes beyond unconscious bias, focus on inclusive decision-making, equity in performance reviews, and the role of sponsorship. Make equity outcomes part of managers’ performance objectives. 4. Standardise Pay and Promotion Practices Remove reliance on salary negotiation and discretionary bonuses, which often reinforce bias. Introduce clear criteria for promotion and development opportunities.
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