Diversity & Inclusion

The report, From Intention to Action. Diversity and inclusion in Hospitality, Travel and Leisure 2020 explores progress made by the sector, both in terms of increasing the proportion of women and BAME employees at senior leadership level and how meaningful changes are creating a diverse and inclusive organisational culture. The survey also explores broader aspects including LGBTQ+, disability, nationality, age and social mobility.

Recently, a report with IGD, which illustrates the issues of diversity and inclusion in the food and grocery industry has been released. This report is the first of its kind in this industry.

We recently published our report with the Diversity Project (a cross-company initiative chaired by Dame Helena Morrissey, championing a more inclusive culture within the Saving and Investment profession), which looks at the issues of equality in the investment industry. This report illustrates the current UK gender pay gap in the industry and looks deeper into the long-term industry issues around diversity and inclusion.

In addition to the launch of our recent report: Promise, Progress or Failure to Prioritise?, which considers the overall results from the second round of gender pay gap reporting in the UK, we are pleased to share a fact sheet which summarises the results for the insurance sector.

The vast majority of senior business leaders attending a PwC event on gender pay reporting said the measure has had a positive impact on their business. At the event, to launch the PwC report ‘Promise, Progress or Failure to Prioritise? What We Learned From 2019 Gender Pay Gap Reports’ attendees were polled on their feelings towards gender pay reporting and 82% of respondents said it has had a positive impact. The remaining 18% felt it has had no impact on their business yet. No attendees reported a negative impact. However, despite such positivity, much of the discussion at the event was dominated by talk of slow progress in shifting the headline figures over the past year.

April 2019 was the deadline for the second round of gender pay gap reporting in the UK, with many employers publishing their latest figures in the weeks running up to the deadline. These disclosures provide the first opportunity to gauge progress in reducing the gap, and we are pleased to share with you our report on these disclosures.

It is a year since the Government made gender pay reporting mandatory across the UK and employers have been publishing their second set of figures. Last year we learned a lot about where we were in terms of the scale of the issue; this year gives the first opportunity to gauge how much progress has been made.

In a repeat of last year’s experience, the final deadline for the second year of mandatory gender pay gap reporting passed with a late flurry of activity.

Last year’s introduction of annual gender pay gap reporting forced every large employer in the UK to share its figures publicly for the first time for everyone to scrutinise and judge.

Influential business leaders came together at a PwC event in London recently to discuss why it’s time organisations tackle the task of understanding, reporting and addressing their ethnicity pay gap.

The 5 April reporting deadline for the second year of mandatory gender pay gap reporting is only a few days away. Even so, the vast majority of organisations are yet to disclose their year two figures.

In light of the recent Government consultation, we know that the topic of ethnicity pay gap reporting has been climbing up the agenda for many. As an organisation that already publishes our own gap, we are very aware of the challenges of reporting in this area, as well as the business benefits of doing so. To help our clients think through the practical steps to reporting, we will be sharing more over the next few months on the practical steps to reporting.

Now that we're into year two of gender pay reporting more companies are beginning to develop - and share - their year two numbers and overviews of plans for disclosure (including, for some, enhanced disclosures and internal and external communication plans).

In a recent Court of Appeal judgment it was held that a large supermarket’s female retail employees can compare themselves to male employees working in warehouses and distributions centres for equal pay purposes, even though they are based at different sites.

On 11 October 2018, the Government published a series of papers and statements on supporting ethnic minorities in the workplace. Central to this was the launch of a consultation on ethnicity pay reporting, which explored a number of potential approaches to require organisations to publish their ethnicity pay gap (similar to existing gender pay gap regulation).

Now that we're into year two of gender pay reporting more companies are beginning to develop - and share - their year two numbers and overviews of plans for disclosure (including, for some, enhanced disclosures and internal and external communication plans).

One of the big people issues facing businesses in 2018 has been inequality in the workforce. The lightning rod for this has been gender pay, but there are a number of other themes that are challenging employers as they seek to restore trust and address the reputational issues in an era of greater transparency and scrutiny and employees can give views on the company.

Now that we're into year two of gender pay reporting more companies are beginning to develop - and share - their year two numbers and overviews of plans for disclosure (including, for some, enhanced disclosures and internal and external communication plans).

Now that we're into year two of gender pay reporting more companies are beginning to develop - and share - their year two numbers and overviews of plans for disclosure (including, for some, enhanced disclosures and internal and external communication plans).

Attitudes to business have changed in recent years and there is far greater expectation on organisations to think about their impact on communities and on how they address inequalities in the workforce – spanning for example the ratio between highest and lowest earners, or pay gaps between genders and beyond.

With the first year of gender pay gap reporting now behind us, a number of organisations are starting to disclose their year two numbers.

Earlier in the month the Government published a series of papers and statements on supporting ethnic minorities in the workplace. This includes a consultation on ethnicity pay reporting.

Laura Hinton, Chief People Officer at PwC, comments on the Prime Minister’s announcement of a consultation on mandatory reporting for ethnicity pay gaps.

With national contracts in place for pay, it might be safe to assume that the NHS would report a smaller than average gender pay gap. In fact, at 25 percent, the disparity between male and female earnings in the NHS is almost half as big again as the ONS average of 17.4 percent. But it’s not a matter of unequal pay. As with many industries, it’s the domination of senior and better paid roles by men that creates the pay gap.

The Business, Energy and Industrial Strategy Committee (BEIS) recently published the first report of their latest inquiry into pay fairness. This report focuses on their review of new UK gender pay gap reporting requirements. The report contains a number of recommendations that could have a significant impact on the future of reporting in this area.

In addition to the launch of our recent report – Mandatory UK gender pay reporting – the story so far, which explores the detail behind the headline statistics and the positive actions that companies are taking to improve their gender pay gap, this Insight summaries our gender pay analysis for the retail sector.

In addition to the launch of our recent report – Mandatory UK gender pay reporting – the story so far which explores the detail behind the headline statistics and the positive actions that companies are taking to improve their gender pay gap, this Insight summaries our gender pay analysis for the real estate sector.

With the first year of gender pay gap reporting out of the way, you might feel that the biggest challenge is behind you. Rather than being a one-off exercise, however, the key focus of the disclosures is how you are progressing in closing the gap and show how you compare against your peers.