Dianne Greyson, founder of the UK's #EthnicityPayGap Campaign on 8th Jan
To close this year by looking forward, I’m dedicating my December and January articles to solution-focused thinking and what we can all do to make a difference. In a year marred by a series of crises that have adversely impacted black, indigenous and asian communities in terms of health and economics, as well as the spotlight shone on systemic injustice in policing, education and work, I felt it was appropriate to start the series with a mic pass to Dianne Greyson, founder of #EthnicityPayGap. Greyson, an entrepreneur and HR consultant is planning an awareness raising campaign on the 8th January 2021, which we can plan for now. Dianne says:
“The 8th January 2021 will herald in the launch of Ethnicity Pay Gap day. The day is to support the efforts of the #EthnicityPayGap campaign which has been running for over 2.5 years.
The importance of this day will not be lost on those who have fought to secure reporting of the Gender Pay Gap. Neither will it be lost on others who are fighting various types of discrimination. As the founder of the #EthnicityPayGap campaign I thought it fitting to have a specific day to really raise awareness of this issue, moreover, insist on action from government to make Ethnicity Pay Gap reporting mandatory and to seek resolution to close it.
Last week, it was confirmed that UK Government plan to debate the Ethnicity Pay Gap reporting, this is after 100,000+ individuals signed a petition in June 2020. There is a feeling amongst many that government has dragged their feet on this issue. We must of course be mindful that Covid has of course taken Governmental priority.”
However, as we move into 2021, with hope for a vaccine, the mission to “build back better” in all countries must ensure that no one is left behind.
The Numbers Don’t Lie
Having started the conversation, research from the UK Office of National Statistics (ONS) clearly points to a systemic problem. Dianne reports:
“In October 2020, the ONS reported that there is 23.8% Ethnicity Pay Gap in London, 12.7% in Yorkshire & Humberside and 10.3% in Scotland. These figures demonstrate the hill that we need to climb to get equity. Behind these figures, are people who are most at risk of catching Covid. The Ethnicity Pay Gap further exacerbate the already challenging times that Black, Asian and other Ethnic people are facing.
The UK’s BITC (Business in The Community) Race at Work Charter, also calls for mandatory Ethnicity Pay Gap reporting. Many organisations have signed this charter which is a good first step to making the reporting of this pay gap mandatory”.
This disparity is not limited to the UK, similar studies in the USA and indeed worldwide reveal similar trends.
Put Your Money Where Your Mouth Is
Transparency is a great place to start. We cannot solve a problem we don’t understand and it is incumbent on us to forge solutions within our own businesses. Talking opening, reporting openly, brings the problem into the light and raises the stakes for accountability. We often talk about recruitment in the D&I field, as if getting people in the door was more important that taking care of them when they are in. It’s clear to me, as a psychologist and business owner that if you take care first, getting people in is less of an issue. Dianne acknowledges some businesses who she rates as positive examples of the transparency and commitment required.
“The campaign that I initiated over 2.5 years ago has its supporters, particularly for organisations who try 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 supports, whose names I will not mention here but without whom the campaign would not exist.”
These organizations, who mainly work in the Social Justice space are putting their money where their mouth is and upholding a critical element of diversity and inclusion work – authenticity. In my own field of disability inclusion I am frequently competing for contracts with consultancies who don’t employ disabled people. How can we advise others to do something we can’t do ourselves?
What We Can All Do Differently
You don’t need to work in D&I to get involved in Ethnicity Pay Gap Day. Dianne is clear that this is an event for all.
“Ethnicity Pay Gap Day is a day for people and organizations to come together in solidarity to ask our governments to make Ethnicity Pay Gap Reporting mandatory. It is also to encourage more organizations to report their Ethnicity Pay Gap. Currently only 23% of companies report their Ethnicity Pay Gap. Baroness McGregor-Smith author of the McGregor-Smith Review has said ‘The big gap is ethnicity pay reporting and that needs to change”.
Ethnicity Pay Gap Day can pave a way for change. Support from the business community is vital to make an impact on this agenda. Furthermore, it is business that will need to make all efforts to reduce the Ethnicity Pay Gap and eradicate policies and procedures that allow for this gap to exist.”
So going forward I would encourage all businesses to take three key actions. Firstly, start your own ethnicity pay gap event and research and report in your own business. If you get planning now, you can make it in time for the event. Secondly, let’s lobby our policy leaders and governments to take this issue seriously. And lastly, when you’re hiring consulting advice on inclusion, make sure the companies you are hiring from can walk their own talk.
Thank you to Dianne Greyson
Founder #EthnicityPayGap campaign
Managing Partner Synergised Solutions Ltd
Director Equilibrium Mediation Consulting Ltd
