Creating a fairer and more inclusive workplace at the CIPD
Open and transparent reporting on pay gaps is an important step towards creating fairer and more inclusive workplaces. Pay gap data shines a valuable light on the internal and external factors that lead to women and people from ethnic minority groups earning less, on average, than their white, male counterparts.
Employers in Great Britain with a headcount of more than 250 are required by law to publish their gender pay gap information, and the CIPD has done so since 2017. Ethnicity pay reporting is not yet compulsory, but the CIPD supports proposals to make it mandatory and encourages voluntary reporting in the meantime.
Our pay gap reports focus on data from our UK workforce, because that’s where the majority of our employees are currently based. But our commitment to closing the pay gaps – and the actions we’re taking – apply across our global workforce.
A practical look at supporting employees via staff networks and employee resource groups (ERGs)
Based on an assessment of FTSE 100 annual reports and focus groups with investors and HR leaders, this report gives benchmarking data, insights and practical recommendations for improving workforce reporting practices
