Theresa May announces pioneering Race at Work Charter, signed by high-profile businesses leading the way on increasing ethnic minority representation in the workplace
Prime Minister also publishes consultation on mandatory ethnicity pay reporting – following low levels of published information from businesses on the pay gap for people from different ethnic backgrounds
Leaders of the UK’s public services, including the NHS, Armed Forces, schools and the police force to also set out plans to increase proportion of public sector leaders from ethnic minority backgrounds
A series of measures to tackle ethnic disparities in the workplace will be announced by Prime Minister Theresa May today – exactly one year after the Government published the findings of a world-first Race Disparity Audit on how people of different ethnic backgrounds are treated across society.
Developed jointly by the Government and Business in the Community (BITC), the new Race at Work Charter announced by the Prime Minister today will commit businesses to a bold set of principles and actions designed to drive forward a step-change in the recruitment and progression of ethnic minority employees.
The Government, which has named WPP UK Country Manager and Chairwoman of MediaCom UK & Ireland Karen Blackett OBE as its Race at Work Champion, has already secured a number of high-profile inaugural signatories to the Charter, including NHS England, Standard Life Aberdeen, Norton Rose Fulbright, Saatchi & Saatchi, KPMG, RBS, the Civil Service and the world leader in communications services, WPP.
In addition, financial services company Lloyds Banking Group, also among the Charter’s signatories, is the first FTSE 100 company to set a goal to increase the representation of ethnic minority employees at senior levels.
Alongside the Race at Work Charter, the Prime Minister will also today launch a consultation on ethnicity pay reporting in response to the Race Disparity Audit’s Ethnicity Facts and Figures website data, which reveals significant disparities in the pay and progression of ethnic minority employees compared to their white counterparts.
In the first consultation of its kind, the government will invite employers to share their views on a mandatory approach to ethnicity pay reporting, since the number of organisations publishing information on the pay gap for people from different ethnic backgrounds voluntarily remains low.
The consultation, open until January 2019, will set out in detail what information employers should publish to allow for decisive action to be taken while also asking employers how ethnicity data can be collected without placing undue burdens on businesses.
The government is also taking action to ensure the leaders of UK’s key public services are representative of the communities they serve. Today, the NHS, Armed Forces, schools and police forces will set out plans to increase the proportion of public sector leaders from ethnic minority backgrounds. These include proposals from school leaders to address disparities in the teaching workforce, and publication of the National Police Chief Council’s first national Diversity, Equality and Inclusion Strategy, which pledges to support the priority Government has given to tackling race disparity.
Prime Minister Theresa May said:
“Every employee deserves the opportunity to progress and fulfil their potential in their chosen field, regardless of which background they are from, but too often ethnic minority employees feel they’re hitting a brick wall when it comes to career progression.
“That’s why I’m delighted to launch the Race at Work Charter, which gives businesses a clear set of actions to work towards in helping to create greater opportunities for ethnic minority employees at work.
“One year on from publishing the Race Disparity Audit, the government is delivering on its promise to explain or change ethnic disparities in all areas of society, taking action to support young people into work with funding of £90 million from dormant bank accounts , and acting on the recommendations of the Lammy review including by increasing diversity within prison officer recruitment.
“Our focus is now on making sure the UK’s organisations, boardrooms and senior management teams are truly reflective of the workplaces they manage, and the measures we are taking today will help employers identify the actions needed to create a fairer and more diverse workforce.”