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Equality. Diversity. Inclusion. These are the buzzwords that every respectable organisation is keen to associate themselves with these days. However what happens if this is just lip-service—if no real and meaningful action is taken to tackle this issue and the weight that these words carry?
About this time last year, there was much talk about the gender pay gap and it’s not too distant cousin, the ethnicity pay gap. In October 2018, the government started a consultation on the ethnicity pay gap. Kelly Tolhurst MP commented that:
‘Sometimes stronger action is needed to drive change. That is why we are consulting on a mandatory approach to ethnicity pay reporting.’
According to the Race in the Workplace: the McGregor-Smith Review fourteen per cent of workers in Great Britain hail from a BAME background, but occupy only six per cent of top positions as discussed in our article: ‘Show me the money!’—Diversity and the Pay Gap. With the success of gender pay gap reporting, many are calling for reporting along the same lines to help improve this issues around race in the workplace. Baronness McGregor-Smith reasoned:
‘No employer can honestly say they are improving the ethnic diversity of their workforce unless they know their starting point and can monitor their success over time. Simply stating a commitment to diversity or establishing a
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