Insights : Innecto Reward Consulting

Category: Ethnicity Pay Reporting

Government guidance on ethnicity pay reporting: Innecto analysis

On 17 March 2022 the policy paper Inclusive Britain: Government Response to the Commission on Race and Ethnic Disparities was published, pledging in action number 16 to "address the challenges with ethnicity pay gap reporting to support employers who want to demonstrate and drive greater fairness in the workplace."

Posted by Sarah Lardner on
21 April 2023

What is the future for gender, ethnicity, and other pay gap reporting?

Equal Pay | Gender Pay | Gender Pay Gap | Gender Pay Reporting | Ethnicity Pay Reporting

Only five years have passed since gender pay gap reporting was first made mandatory in the UK and a lot has gone on since 2017. Before the pandemic, we were only just starting to scratch the surface in terms of drawing patterns and tracing trends, and furlough blew a lot of that data out of the window by opening up short term pay gaps which are only now starting to recede back. The data and data-gathering in this whole area is still very immature and could certainly benefit from more introspection, checks and balances in several key areas.

Posted by Sarah Nash on
07 October 2022

Equality and long-term financial wellbeing: how to close the gender and ethnicity pension and wealth gap

Gender Pay Gap | Gender Pay Reporting | Gender Pension Gap | Ethnicity Pay Reporting | Ethnicity Pension Gap

The concerted effort around closing the gender and ethnicity pay gap will eventually have the desired impact, and whilst it is the easiest to understand the driving forces and steps needed in closing it, pay is only one component. Far more complex is when you look at the gender and ethnicity gap through the wealth lens. Sarah Lardner discusses the aspects you may need to consider.

Posted by Sarah Lardner on
20 May 2021

Build Back Better: the future role of DEI, employee wellbeing and reward strategy in evolving company culture

Gender Pay Reporting | Covid-19 | Responsible Reward | Diversity | Ethnicity Pay Reporting

People are expecting their leaders to steer their organisations in a way that is more impactful on both the world around us and communities we serve, as well as treating employees in a more socially responsible manner. So how can you use the fallout of Covid to build back better?

Posted by Justine Woolf on
25 February 2021

Ethnicity Pay Reporting: get ahead of the curve

BAME reporting | Ethnicity Pay Reporting

Ethnicity pay gap reporting is not yet mandatory but is considered ‘best practice’. With legislation looming on the horizon, we encourage organisations to start thinking about how to collect data or review ethnicity data collected and fill the gaps. Sarah Nash advises on where to start.

Posted by Sarah Nash on
18 February 2021

Responsible Reward – It’s Time to be Brave

Equal Pay | Responsible Reward | Ethnicity Pay Reporting

Any steps taken towards pay equity and responsible reward are in the right direction but if we want to harness the current acceleration of change then we need to be brave enough to speak out and be visible in the changes and the steps our organisations are taking. Cathryn Edmondson looks at how you can clarify your starting point and next steps.

Posted by Cathryn Edmondson on
11 February 2021

Why diversity and inclusion should be influencing your reward strategy

Equal Pay | Reward Strategy | Diversity | Ethnicity Pay Reporting

Whilst it is tempting during this period of uncertainty to invest less time in addressing diversity and inclusion initiatives, the consequences of placing them on the back burner are far reaching. Emer Bucukoglu suggests a few pointers to ensure you don't take your eye off the ball.

Posted by Emer Bucukoglu on
17 December 2020

Ethnicity Pay Gap: How to Prepare for Mandatory Reporting

BAME reporting | Ethnicity Pay Reporting

The UK is becoming increasingly ethnically diverse, and with mandatory reporting a likely introduction in the next year organisations simply cannot afford to ignore it and need to put significant effort into collecting this data. So how does an organisation kick start or move the process on? Emer Bucukoglu offers three steps to get you started.

Posted by Emer Bucukoglu on
29 October 2020

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