We see in many organisations a rich and diverse population within the workforce at junior levels but then depleting numbers as you move up in seniority. 😕
I find the conversation around pay gaps so interesting; it was only a few years ago, after a conversation with reward specialist and good friend Ruth, that I even realised the difference between pay gaps and equal pay.
Yesterday was Ethnicity Pay Day, marked to recognise the inequalities of pay for ethnic minorities. In 2017 The UK was one of the first countries to introduce gender pay gap reporting, requiring 9,000 employers to publish their gender pay gap.
The UK government mandated companies with 250 or more employees to report the Gender pay gaps, but like most things, this was looked at through one dimension, Gender, not acknowledging the intersections within Gender, thus not acknowledging the wider pay gap you have for women of colour.
To be clear, the ethnicity pay gap refers to the difference in the average pay between an employee from an ethnic minority background, compared to a ‘white’ employee.
Like Gender, ethnicity pay gaps are driven by a lack of ethnic representation at senior grades. The intersection between gender and ethnicity means that black women have the most significant pay gaps compared to white men.
Closing the ethnicity pay gap is not just one person’s job – we all have a role to play. It takes intention and focus from everybody involved, and it can’t be achieved unless we all work together.
Organisations and boards:
- Hold leaders accountable for the specific representation gaps within their teams
- Ensure the infrastructure is in place to acquire data and promote transparency
- Set a precedent and expectation of equity in hiring processes and promotions
- Ensure the board and Exco reflect the targets of the organisation
- Be relentless in your ambition to drive inclusion and close the gender and ethnicity gap
- Recruit a DEI NED to hold your board and CEO accountable
- Review your team’s pay, ask questions, and seek out equity when dealing with pay offers
- Be a sponsor! If you are in a senior position, look around the table, and challenge why there are not more senior leaders of colour around your table.
- Actively seek out talent, network with diverse groups, join forums, and increase your social capital
- Get the data
- Challenge your business
- Ask questions
- Bid for a higher pay increase to level the playing field
- Challenge promotion lists, build diverse pipelines
- Offer diverse candidates interview support
- Put yourself forward for promotions
- Seek out sponsors
- Invest in your personal development
- Work on your CV and interview skills
- Use your life experience to demonstrate your leadership and project management abilities
- Negotiate salary offers with research and evidence
- ASK FOR MORE MONEY
We have made progress, but there is more to be done! 🤷🏾♀️
This piece originally appeared on LinkedIn and was published here with permission.