40% of BME Workforce Hit By Pay Gap

| General

On 23rd September 2022 the Recruitment specialist website Glassdoor released the results of its survey in which it examined the ethnicity pay gap and the effects it appears to be having on those members of the workforce emanating from black and minority ethnic backgrounds. The organisers of the survey found evidence which appears to suggest that that in excess of forty per cent of the workforce emanating from those backgrounds were more likely to be hit in a negative way by the racial pay gap to a significant extent in comparison to their white counterparts.

Sample Size?

By way of balance it is of vital importance that the sample approached to conduct a survey is of a significant size, broadly representative of society and balanced in terms of credibility. In this regard the organisers of the Glassdoor survey sought to approach some two thousand members of the workforce in the month of April 2022 and the results were revealing. It discovered that in excess of forty percent of colleagues emanating from Black and Minority Ethnic backgrounds had submitted evidence of being negatively hit by a disparity in terms of compensation for their efforts in the workplace or had a reasonable belief that such a gap existed in the particular business which employed them. 

Our Survey Said…

Arguably the most interesting aspect of the GlassDoor Survey was in terms of the perspective promulgated from members of the workforce emanating from a white background. This found that sixty per cent of those who answered the questions posed in the survey were of the opinion that there was no divergence in pay from an ethnic perspective in their particular organisation providing them with a job, a wage and other opportunities. The results also disclosed the following statistics including but not limited to:

  • sixty six per cent of those members of the workforce emanating from black and minority ethnic backgrounds approached for their opinion suggested that the disparity in terms of racial pay had increased dramatically since around late March 2020 when the Covid 19 restrictions were introduced.
  • just under sixty per cent of those approached from black and minority ethnic backgrounds were of the opinion that an option to alleviate the situation would be to have more clarity in terms of pay and
  • this appears to contrast starkly with the apparent experience of those members of the workforce emanating from predominantly white backgrounds where under thirty per cent of those respondents approached for their opinion on this matter were of the view that the pay disparity had increased to any extent.

Nothing New?

The readers of this article would think that this is an anomaly in terms of racial disparity in the United Kingdom workforce. However, these statistics , albeit alarming are nothing new. A report entitled ‘Still Rigged’ published by the Trade Unions Congress found that a similar figure as the headline rate, forty per cent of those members of the workforce emanating from a black and minority ethnic minority backgrounds reported that they had found themselves subjected to discrimination in terms of race over the previous sixty month period. The organisers of that survey approached just shy of two thousand current and ex-members of the workforce and it revealed some eye-opening statistics including but not limited to the following: 

  • approximately sixty per cent of those in the eighteen to twenty four age group had been subjected to racial discrimination.
  • just over half of those approached in the twenty five to thirty four age group had been subjected to it and
  • around thirty per cent described being made to feel awkward due to wisecracks, quips and comments of a racist nature. 

Way Forward?

In light of the results of this survey businesses should consider bridging the gap by:

  • implementing Equality policies, 
  • ensuring they are well drafted by external and in-house lawyers and enforced and 
  • striking the right balance between a diverse workforce with the right combination of youth and experience.

ASSESSING FIRMS

#Allen&Overy #BakerMcKenzie #HerbertSmithFreehillsLLP #LewisSilkin #MishcondeReya #Simmons&Simmons #AddleshawGoddard #CliffordChanceLLP #CMS #DACBeachcroftLLP #EvershedsSutherlandLLP #LinklatersLLP #TaylorWessing #TraversSmith #Bird&Bird 

THE ARTICLE WAS WRITTEN USING THE FOLLOWING SOURCES 

[SOURCE 1] Urquart, Jasmine – Two in five Black employees impacted by ethnicity pay gaps, study shows – People Management – 27 September 2022 - Two in five Black employees impacted by ethnicity pay gaps, study shows (peoplemanagement.co.uk)

[SOURCE 2] Cotton, Jill – 25 Companies Employees Say Are The Best For Diversity and Inclusion – Glassdoor – 23 September 2022 - 25 Companies Employees Say Are The Best for Diversity And Inclusion - Glassdoor Blog

[SOURCE 3] Urquart, Jasmine – Two in five ethnic minority workers have experienced racism at work, report finds – People Management - 1 September 2022 - Two in five ethnic minority workers have experienced racism at work, report finds (peoplemanagement.co.uk)

[SOURCE 4] Urquart, Jasmine – Men from ethnic minorities paid less than white colleagues, study finds – People Management - 10 August 2022 - Men from ethnic minorities paid less than white colleagues, study finds (peoplemanagement.co.uk)

[SOURCE 5] Koninckx, Marijke – How Championing diversity can support organisational growth – People Management - 19 August 2022 - How championing diversity can support organisational growth (peoplemanagement.co.uk)


 

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