To close this year with a look ahead, I’ll dedicate my December and January articles to solution-oriented thinking and what we can all do to make a difference. In a year marked by a series of crises that have adversely affected black, indigenous and Asian communities in terms of health and economics, and the spotlight on systemic injustice in police, education and work, I felt it appropriate that -Series with a microphone pass to Dianne Greyson, founder of #EthnicityPayGap. Greyson, an entrepreneur and recruiter, is planning an awareness campaign on Aug.NS January 2021, which we can plan now. Diana says:
“January 8, 2021 will herald the start of Ethnicity Pay Gap Day. The day is intended to support the efforts of the # EthnicityPayGap campaign, which has been running for over 2.5 years.
The importance of this day will not escape those who fought for reporting the gender pay gap. Nor will it be lost to others fighting different types of discrimination. As the founder of the # EthnicityPayGap campaign, I felt it was appropriate to have a specific day to really raise awareness of this issue.
It was confirmed last week that the UK government plans to debate coverage of the ethnic pay gap after more than 100,000 people signed a petition in June 2020. Many feel that the government has eased on this issue. We have to remember, of course, that Covid is of course a priority for the government. “
However, if we go into 2021 hoping for a vaccine, the mission to “Build Better” in all countries must ensure that no one is left behind.
The numbers don’t lie
After the conversation began, research by the UK Office of National Statistics (ONS) clearly indicated a systemic problem. Diana reports:
“In October 2020 the ONS reported that there is a 23.8% ethnicity pay gap in London, 12.7% in Yorkshire & Humberside and 10.3% in Scotland. These numbers show the hill we have to climb to get equity. Behind these numbers are people who are most at risk of contracting Covid. The ethnic wage gap only exacerbates the already challenging times faced by blacks, Asians and other ethnic groups.
The UK’s BITC (Business in The Community) Race at Work Charter also requires compulsory reporting on the ethnic pay gap. Many organizations have signed this charter, which is a good first step in making reporting this pay gap mandatory. ”
This discrepancy is not limited to the UK, similar studies in the US and even worldwide show similar trends.
Put your money where your mouth is
Transparency is a good place to start. We cannot solve a problem that we do not understand and it is up to us to forge solutions in our own company. Speaking openly, reporting openly, brings the problem to light and increases the stake in accountability. We often talk about D&I recruiting like getting people in the door is more important than taking care of them when they’re in. To me as a psychologist and business owner, it is clear that when you take care of yourself first, people being brought in is less of a problem. Dianne recognizes some of the companies she sees as positive examples of the transparency and commitment required.
“The campaign that I initiated over 2.5 years ago has its supporters, especially for organizations that are trying to make a difference in society. These are; Equality Trust, Fawcett Society, Pearn Kandola, The Voice Newspaper, Good Governance Institute, and Nurses United. We have individual supporters, whose names I won’t mention here, but without whom the campaign would not exist. “
These organizations, working primarily in the field of social justice, put their money on the lips and uphold a crucial element of diversity and inclusion work – authenticity. In my own area of disabled people inclusion, I often apply for contracts with consulting firms that do not employ disabled people. How can we advise others to do something we cannot do ourselves?
What we can all do differently
You don’t have to work in D&I to take part in the Ethnicity Pay Gap Day. It is clear to Dianne that this is an event for everyone.
“Ethnicity Pay Gap Day is a day when people and organizations come together in solidarity to call on our governments to make reporting ethnic wage gaps compulsory. It is also intended to encourage more organizations to report their ethnic wage gap. Currently, only 23% of companies report their ethnic pay gap. Baroness McGregor-Smith, author of the McGregor-Smith Review, said, “The big gap is ethnicity reporting and that needs to change”.
Ethnicity Pay Gap Day can pave the way for change. Business support is critical to influencing this agenda. In addition, companies must make every effort to narrow the ethnic pay gap and remove policies and procedures that allow this gap. “
For the future, I would like to encourage all companies to take three important steps. First, start your own ethnicity event and do research and report in your own company. If you plan now, you can make it in time for the event. Second, let’s get our political leaders and governments to take this issue seriously. Last but not least, if you are hiring inclusion consulting services, make sure the companies you are hiring with can speak their own speeches.
Thanks to Dianne Greyson
Founder of the # EthnicityPayGap campaign
Managing Partner of Synergised Solutions Ltd
Director Equilibrium Mediation Consulting Ltd