THE F IRST YEAR THROUGH THE LENS OF THE PAYROLL INDUSTRY
The National Assembly for Wales (NAW) published a 97 page Diversity and Inclusion: Annual Report 2016-17 with an impressive list of achievements, accolades and future plans. NAW’s report includes gender break down by pay, grade, recruitment, working pattern, gender reassignment, nationality, race, ethnicity, religion/belief, sexual orientation, maternity and parental leave, disciplinary and grievance, discrimination complaints, equal pay and then gender pay gap reporting slotted in at the end. Diversity and inclusion is something that many payroll professionals have been talking to us about during the research for this paper. For many it would seem that gender pay gap reporting is just the first rung on the ladder as companies seek to be recognised as equal opportunities employers across all areas. Anecdotal evidence suggests that employers believe that they will be regulated down the diversity path in the future.
NationalAssembly forWales AssemblyCommission
Diversity and Inclusion: Annual Report 2016-17
Diversityand Inclusion: AnnualReport 2016-17
The LlywyddElin JonesAM, JoyceWatsonAMAssemblyCommissioner with responsibility forequalityandAndrewWhite,DirectorofStonewall Cymru,promoted ‘ByYourSide’,Stonewall’scampaignasking LGBT advocatesandallies topledge their commitment to continuing towork towards LGBT inclusion. WecelebratedBlackHistoryMonth inOctoberbyholdinga seriesof eventswithin theAssembly,attendedcommunityeventsandwroteblog articles inorder topromoteengagementwith theAssembly toBME people.
December2017
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www.assembly.wales
“…building upon our existing BME action plan to support and develop our current BME colleagues and also to attract and recruit people from the widest pool of talent, so that our workforce is reflective of the population it serves”
5.7% MEAN
23.3% MEDIAN
“We have pay grades with relatively short pay scales which helps to minimise the likelihood of pay discrimination occurring.”
With regard to gender pay gap the payroll manager said that NAW are:
“Looking at adjusting balance of genders in particular specialisms within the organisation”
This is not the first time NAW has prepared such a report. They have been doing these annual reports and publishing them on their website for several years - and it shows.
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THE CHARTERED INSTITUTE OF PAYROLL PROFESSIONALS
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