Call for public sector to publish workforce data by ethnicity

A new report calls for the Government to introduce bi-annual reporting of the ethnicity pay gap in the public sector.



The UK government should impose a specific duty on all English local authorities and national public authorities to gather and publish their workforce data by ethnicity and by pay and grade, according to a new report which highlights systemic racism in the UK.

The Runnymede Trust’s report for the United Nations Committee on the Elimination of Racial Discrimination says the data should be used to “address any wage gaps and discrepancies between experience and qualifications on the one hand and salary and seniority on the other”. It says the data should be published every two years alongside details of the measures taken to address any gaps.

The report covers areas ranging from the criminal justice system to employment and the media.

When it comes to employment, it touches on everything from the ethnicity pay gap, discrimination in the labour market and the disproportionate impact of unemployment on minorities to the way Covid-19 has exacerbated pre-existing economic inequalities in the labour market. It comes as the Chartered Institute for Personnel and Development has circulated its advice for employers on tackling racism in light of the attacks on black England players following the final of the Euros on Sunday.

The CIPD has set out guidance, which is not intended to be prescription, to help employers develop a robust anti-racism strategy and comply with their legal obligations under the Equality Act. The six main principles that are important to consider include:

  • Being clear about the organisation’s stance, values and expectations are
  • Co-creating a systemic approach for practical action by working across the organisation and scrutinising all operational processes, ways of working and people management policies
  • Committing to a long-term plan, led with firm commitment from the top
  • Critically appraising the role of people management approach to diversity
  • Creating safe spaces, systems and times to talk so the strategy is inclusive, sharing experiences and learning from each other
  • Communicating messages consistently and ensuring the conversation is two-way.

The CIPD has also produced a short guide offering advice on how HR can engage with senior leaders on inclusion and anti-racism strategy as well as a guide for line managers which advises them on how they can play their part in tackling racism in their organisation and a series of videos where employees discuss their own experiences of racism.

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