Chinese Managers Face the Largest Pay Gap

| General


The Business In The Community website has published the results of a report entitled Race at Work following its deep dive into the experiences of all persons emanating from black and minority ethnic backgrounds who had been promoted into management positions within organizations. The report made some staggering revelations particularly when it looked into those from Chinese backgrounds. It found that those persons from this demographic were earning around four thousand pounds less than comparable counterparts from other Black and Minority Ethnic backgrounds. 

Sample Size?

To put the results of any survey into some form of context, it is important to bear in mind that the snapshot of persons approached to carry out the preparatory work on a survey is of vital importance in terms of the credibility of results, to provide a wide societal representation and to strike a balanced tone. On this basis, those charged with providing investigative work for the Business in the Community Race at Work survey carried out interviews with just under twenty-five thousand survey respondents to provide their opinions on this important issue. When it analyzed the data they had gleaned from the resulting data they made a surprising discovery in terms of the disparities in pay.

Our Survey Said…

The one standout statistic which was the most surprising aspect of the Business in the Community Race at Work survey was from the perspective of all those exclusively emanating from Black and Minority ethnic backgrounds. The results appear to suggest that somewhere those employed in positions involving management emanating from Chinese, Asian and Black backgrounds appear to receive larger rates of pay disparity in comparison to those persons emanating from other ethnic demographics. The results of the research also found the following statistics including but not limited to:

the yearly disparity in pay for those emanating from Chinese backgrounds appears to be confronted by a situation whereby they are earning around six thousand pounds less than other members of the workforce from other ethnic demographics

  • the Chinese respondents to the survey appear to be earning just short of an average of twenty-three thousand pounds per year
  • data gathered from those who responded from the Pakistani and Bangladeshi demographic appeared to reveal that there was just over a four thousand pound yearly compensation disparity compared to other ethnic demographics
  • the Pakistani and Bangladeshi categories appear to be earning on average just shy of eighteen thousand pounds
  • those from Black African backgrounds on the facts seem to be earning on average just shy of thirty-two
  • persons of Indian origin employed in management positions appear to be earning marginally more on average in comparison to their Asian counterparts as alluded to above. They appear to be earning on average a yearly salary of just under twenty-three and
  • those from the Indian demographic face a disparity in pay of slightly over one thousand pounds.
  • Now this appears to be comparatively higher than those emanating from Pakistani, Bangladeshi, and Chinese backgrounds, however the average earnings figure in relative terms is approximately two thousand pounds short of the average figure and the Black African demographic appears to have an average racial pay disparity of just over two thousand pounds.

Way Forward?

The statistics revealed by the Business in the Community Race at Work report should act as an eye-opener for all businesses in the United Kingdom and such organizations should think about narrowing the disparity in compensation between the ethnic groups by:

  • seeking to enforce policies on Equality, 
  • make sure such policies if in place are professionally drafted, unambiguous by their experienced legal representatives 
  • prioritizing the ethnic disparity on pay and
  • creating a more inclusive working environment

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] Yoana, Cholteeva – Ethnic minority managers face a pay gap of more than £4,000, analysis reveals – People Management – 14 October 2022 - Ethnic minority managers face a pay gap of more than £4,000, analysis reveals (peoplemanagement.co.uk)

[SOURCE 2] Yoana, Cholteeva – Reclassifying SME reporting requirements risks ‘turning back the clock for women, unions say – People Management – 4th October 2022 - Reclassifying SME reporting requirements risks ‘turning back the clock for women, unions say (peoplemanagement.co.uk)

[SOURCE 3] Yoana, Cholteeva – Two-thirds of UK workers would like a new job if the employer did not prioritize DEI, report finds – People Management - 16 October 2022 - Two-thirds of UK workers would look for a new job if the employer did not prioritize DEI, report finds (peoplemanagement.co.uk)

[SOURCE 4] Walker, Mark – Why UK firns should link executive remuneration with ESG – People Management - 7 October 2022


 

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