A look behind the CIPD’s ethnicity pay differences and our long-term commitment to closing the gaps
In October 2018, we signed the Race at Work Charter, which sets out seven actions to improve the representation of all employees at all levels in organisations. One of these is capturing ethnicity data and reporting progress.
We first published our ethnicity pay data in our 2018–19 annual report and have published a dedicated ethnicity pay gap report since 2020. We continue to report and we choose to go behind the headline figures because we are committed to fostering equality, diversity and inclusion within the CIPD and we want to understand how our culture and actions help us close the gap.
We remain committed to the Race at Work Charter. We pledge to keep listening to our own people. And we shape our policies, practices and roles based on what we learn, knowing that creating an inclusive culture within a talented, productive organisation means doing things differently. We also continue to call on the UK government to make this a mandatory requirement alongside gender pay gap reporting, and on employers to do so voluntarily.
The ethnicity pay gap is calculated by taking all employees across an organisation and comparing the average pay of our white employees with that of employees from ethnic minority groups. This means that even though we have clear externally benchmarked salary ranges in place for all jobs, to ensure that everyone is paid fairly for undertaking the same or a similar role, it’s still possible to have an ethnicity pay gap.
Updates around rights to work checks, contracts, pre-employment checks, part-time workers and what you need to know on the Employment Rights Act 2025
Findings from CIPD’s work as part of the UK Government-funded Innovate UK BridgeAI programme
This month: Views needed on revised Code on disciplinary and grievance procedures. Plus, new duty to prevent third party harassment and a look at when an employer has ‘knowledge’ of a disability.
Plus, spotlight on two Tribunal decisions