Annual Reports on gender and ethnicity pay gaps were published on 25 March 2021. It has also analysed its UK ethnicity pay gap for the first time. Like most large employers in the UK, UCL has traditionally attracted and employed more men in senior posts than women, and more women than men in lower paid jobs. Ethnicity Pay Gap Report: 1 April 2020 to 31 March 2021. We remain determined to address the reasons for any pay gaps related to gender and ethnicity at our University. Ethnicity pay gap reporting 14 2.1 Combined partner and employee pay gaps - UK 14 2.2 Employee ethnicity pay gaps for London 16 2.3 Race and ethnicity action plan 17 3. These are the gender pay gap figures for ITV overall1, which have been calculated in line with the reporting regulations. We report our pay gaps based on those who share their gender, ethnicity and disabled status. Last week, it was confirmed that UK Government plan to debate the Ethnicity Pay Gap reporting, this is after 100,000+ individuals signed a petition in June 2020. covering all staff) rose to 10.1% in December 2020, compared with . For this fourth report, the 2020 analysis reveals a median gender pay gap of 6.51%, reduced by 4.6% from 2019. Secondly, access to BAME talent differs regionally. (0.07% on 2020) The median Ethnicity Pay Gap in Lloyds Banking Group (-1.7% on 2020) The median Pay Gap (-1.6% on 2020) median Pay Gap (-1.6% on 2020) The median Pay Gap (-2.3% on 2020) Lloyds Banking Group Ethnicity Pay Gap Report | 9 Minority Ethnic representation has increased by 1.7% from 5.6% in January 2018 (when our representation goals were gender pay gap Capita's UK Gender and Ethnicity Pay Gap Report 2020 05 Hourly pay 2020 2019 2018 2017 Mean pay differential (average) 24.2% 24.5% 24.1% 26.8% Median pay differential (average) 20.2% 21% 17.7% 25.3% This can be seen in three main areas. We pay our colleagues according to their role, regardless of their gender or ethnicity, for example, all colleagues in stores are . non-Executive Directors. Introduction Annual Gender Pay Gap reporting was made a requirement for all organisations with 250 or more staff from April 2018, via the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 and Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017. We are pleased to report our gender pay figures for 2020 in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Although not required, the College also presents its ethnicity pay gap. the source data within this report only represents gender, ethnicity and socio-economic background. We have calculated our ethnicity pay gap using the same methodology as for gender pay gap reporting - which is a legal obligation for all organisations in the UK with more than 250 employees. Addressing imbalance is This is the first year M&G has reported ethnicity pay gap data. This is an important part of being transparent. In the first year of gender pay gap reporting, we welcomed the opportunity to outline our pay gap for employees. The report covers all M&G plc's UK-based staff and includes pay data for both 2020 and 2021. Statutory 2020 Gender Pay Gap Reporting. The mean gender pay gap is 10.57%, an increase of 0.55% from 2019. U.K. We are committed to embracing diversity and providing a platform and supportive environment for everyone to be the best they can be. The ethnicity pay gap median is -15.66% and the mean is -7.16%. The reference point for data included in this year's report is 5 April 2020. The UCL gender pay gap in context. Overall ethnicity pay gap Ethnicity pay gap results 02 Understanding the numbers For context, 21 per cent of our UK partners and . And the opportunities are numerous. We're now equipped with a more sophisticated Pay . Our report includes our gender pay gap data for the year ending April 2019, however this year we are also voluntarily including our ethnicity pay gap data with the overall aim to improve equality and diversity at Our successful People Data Campaign, carried out in the summer of 2020, increased declaration rates across . The mean gender pay gap is 10.57%, an increase of 0.55% from 2019. Today we have published Deloitte UK's gender and ethnicity pay gap data for 2021, and for the . The Gender Pay Gap aims to show the distribution of men and women across different roles within an organisation and highlight where there may be concentrations of a particular gender at lower or higher In the 16- to 29-year-old category, ethnic minority workers are even out . Our Ethnicity Pay Gap - Including LLP Members 2019 2020 Mean Ethnicity Pay Gap 52.7% 36.2% Median Ethnicity Pay Gap 27.4% 27.1% Mean Ethnicity Bonus Pay Gap 48.7% 36.2% Median Ethnicity Bonus Pay Gap 33.5% 27.3% Overall Firm -Equity Partners Included In 2020, we observed a reduction in the mean and median ethnicity pay gaps across the firm . Disability pay gap reporting 20 The mean gender pay gap in men's favour of 18.3% has reduced for the third year in a row and is 0.3% lower compared to 2019. Ethnicity Pay Gap Report 2020/21 is now available on the Company's website. Many employers do not hold staff ethnicity data, so they first need to encourage employees to disclose this information. The ethnicity pay gap was largest in London at 23.8% in 2019 and smallest in Wales at 1.4%. Pay and bonus gaps. Looking at the mean ethnicity pay gap analysis by. Details. Ethnicity bonus gap Our bonus ethnicity pay gap is based on all bonuses received between 6 April 2019 and 5 April 2020. Gender pay gap reporting However, our latest research shows that for many UK employers pay gap reporting remains a key priority with many reporting even during the suspension. to 2019 Median 19.4% +2.9% Mean 12.9% = 0.0% Ethnicity Pay Gap 2020 % Dif. Ethnicity Pay Gap All Staff excluding Partners Ethnicity pay gap in hourly pay Our ethnicity pay gap is based on UK employee hourly pay as at 5 April 2020. NESCol's overall mean gender pay gap (i.e. Pay gaps In 2020, the gender pay gap reduced by 1.6 percentage points year-on-year, to 21.5%. At a glance. 2020 Lloyd's Gender and Ethnicity Pay Gap Reports In this report we demonstrate the progress made within Lloyd's Corporation in closing the gender pay gap in 2020 and, for the first time, we are also publishing the Corporation's ethnicity pay gap. It includes: those who hold a contract of employment. Network Rail's ethnicity pay gap has been calculated in accordance with Government regulations for calculating gender pay gaps. Many employers do not hold staff ethnicity data, so they first need to encourage employees to disclose this information. Gender Pay Gap 2020 % Dif. This was also the threshold used for gender pay gap reporting. 3 Diversity pay gap report 2020 www.ppf.co.uk Closing the ethnicity pay gap Our median ethnicity pay gap is 23.15 per cent. Freshfields' pay gap report has become an important part of our wider . have conducted our ethnicity pay gap analysis by comparing the average hourly basic pay, as outlined in our employment contracts, of white MVFers against the average hourly basic pay of LEEP MVFers. Our gender and ethnicity pay gap report 2020-2021 6 Legislation requires all businesses with over 250 employees to report their gender pay gap. That's why we've taken a lead on voluntarily reporting our gender pay gap since 2015 and our ethnicity pay gap since 2017. mean gender pay gap is 15.8% • Median ethnicity pay gap is 23.3% and mean ethnicity pay gap is 27.4 In summary, this means that men on average are earning 15.8% more than women and our non-BAME employees on average are earning 27.4% more than BAME employees. HTML. The data has been further Gender and Ethnicity Pay Gap 2020 1. We have calculated our ethnicity pay gap using the same methodology as for gender pay gap reporting - which is a legal obligation for all organisations in the UK with more than 250 employees. We are proud to have been recognised as a Times Top 50 . In year two, as public interest grew, we chose to go beyond the scope of reporting requirements to disclose our partner pay gap. As of 5 April 2020 our mean ethnicity pay gap is 16.2%. ITV plc 2020 Gender and Ethnicity Pay Gap Report 2 Our gender pay gap According to the Office for National Statistics (ONS), the overall UK median gender pay gap is currently 15.5%. 1 April 2019 to 31 March 2020. This is the difference in median hourly earnings between white and black, Asian and minority ethnic (BAME) employees.1 Clearly, this is a problem. This is the difference between the average hourly earnings of all male and all female employees. Ethnicity Pay Gap All Staff excluding Partners Ethnicity pay gap in hourly pay Our ethnicity pay gap is based on UK employee hourly pay as at 5 April 2020. This is calculated in the same way as we do our gender pay gap. There is currently a petition calling on the government to impose mandatory ethnicity pay which has more than 100,000 signatures. UK Pay Gap Report 2020 DWF, the global legal business, has today published its Gender and Ethnicity Pay Gap Report for 2020, which includes information on its ethnicity pay gap for the first time, in line with set targets on gender and race. The report gives a hypothetical example of a company with 250 employees, the threshold suggested in the 2018 consultation. Over the year, I'm pleased to report that we've reduced our mean (average) gender pay gap from 15.8% in 2019 to 15.0% in 2020. 1 April 2019 to 31 March 2020. The ethnicity pay gap in England and Wales stands at just 2.3%, the narrowest since the ONS began collecting data in 2012. The 2020 mean gender pay gap was 30.5% for M&G plc and the gender pay gap for 2021 is 29.3%. Last year, a PwC survey of 80 organisations found that three-quarters lacked the data needed to analyse their ethnicity pay gap. The CMA has voluntarily published this report, which uses the same methodology and principles of the statutory gender pay . ACCA began voluntarily publishing its UK gender pay gap in 2018. 3.2 The mean Gender pay gap has decreased by 1.74% since the 2020 reporting year to the current this year to 12.75% and is at its lowest since 2017. Our data includes lawyers and business services professionals. all characteristics. In 2019, we reported on our ethnicity pay gap - and we have done so again for 2020. People Data . The median gender pay is 20.1% down a further 0.3% from 20.4% in 2020. . In 2020, the median ethnicity pay gap, which is the difference between the midpoints of the average hourly pay of BAME and non-BAME staff is 34.8%. The reason for this gap is that most of our senior leaders are white. Whilst it is not currently a statutory requirement to report on our ethnicity pay data, we believe this is an important step on our journey towards greater equality, diversity and inclusion, and effective anti-racism. 4 Section 3 - Mean (average) Ordinary Hourly Rate as at 31st March 2021 3.1 The charts below show the mean hourly rates of ordinary pay. It is primarily caused by Pay gaps are not the same as unequal pay They instead show the difference in average earnings between two groups (e.g. Gender and Ethnicity Pay Gap Report 2020 for England, Wales and Scotland Download the complete series of Gender Pay Gap Reports for England, Wales and Scotland (including Ethnicity Pay Gap for 2020) 2020 (PDF, 2.1 MB) 2019 (PDF, 1.5 MB) 2018 (PDF, 2.0 MB) 2017 (PDF, 1.9 MB) The 2020 Report Ethnicity pay gap reporting - A focus on inclusion, equality and fairness September 2020 2 in 3 companies surveyed are now collecting ethnicity data 1 in 10 companies surveyed have reported their ethnicity pay gap Almost 50% of companies are planning to disclose in the next 3 years In January 2019 the Government closed While there is still As at 5 April 2020, Eversheds Sutherland had 293 partners in the UK of which 28% were women. As a result the average salary of men across UCL has always been higher than the average salary . That said, little progress has been made on . Campaign. For every organisation, it is calculated in the same way. Ethnicity pay gap 7.3% 14.6% Ethnicity bonus pay gap 33.9% 44.4% Median Mean Equity partners earnings gap 8.3% 10.2% Total earnings gap 11.5% 40.1% Disclosure rates 81.1% All calculations are based on an ethnicity disclosure rate of 81%. 5 April 2020. The mean gender pay gap has decreased to 16.3%, a 2.1% decrease since 2020. Ethnicity bonus gap Our bonus ethnicity pay gap is based on all bonuses received between 6 April 2019 and 5 April 2020. In this report, the 2020 overall pay gap data includes the pay gap data for UK subsidiaries of the firm. ethnic majority vs ethnic minority groups) across an organisation regardless of role or seniority. The average (mean) ethnicity pay gap was 21.7% in April 2020 and this reduced to 15.6% in April 2021. These are the gender pay gap figures for ITV overall1, which have been calculated in line with the reporting regulations. The "Love Island" broadcaster's 2020 Gender and Ethnicity Pay Gap Report reveals that the median pay gap rose slightly from the 2019 figure of 8.7% to 9.8% in 2020, but the mean gender pay . Median bonus gap 2021. The Gender Pay Gap is the difference in average pay between all male and female employees, regardless of the work they perform. The median pay gap is 24.5%, down by . EngenderHealth: 2019 Gender Pay Gap Report Additional Analysis: Race/Ethnicity Pay Gap Our organizational commitments, principles, policies, and analyses of equity go beyond gender. 12.5% -9.5% 7.4% 17.4% 16.4% 14% Our employee profile The mean ethnicity pay gap: The median ethnicity bonus gap: The median Gender and Ethnicity Pay Report 2020 2 Ethnicity and Gender Pay Report 2020 Today, alongside our Gender Pay Gap, we are publishing our first Ethnicity Pay Gap. Whilst the reporting of ethnicity pay gaps is not mandated, we have made the decision to voluntarily publish this data from 2020 onwards. The ethnicity pay gap is a measure of the percentage difference in the average hourly pay of white and ethnic minority employees working for PwC. Inclusion was the core topic of our Partner and . plc Pay Gaps Report 2020 in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Within our employees, our lawyer population is 61% women, while women comprise 69% of other business professionals. paid individuals are not reflected in the pay gap calculations, which may impact the numbers in future years. The ethnicity pay gap is based on 90.6% of our workforce voluntarily providing their ethnicity. Introduction Annual Gender Pay Gap reporting was made a requirement for all organisations with 250 or more staff from April 2018, via the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 and Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017. to 2019 Median 14.1% -2.2% Mean 15.0% -0.3% Partners only With 50% women on our UK board and 33% female partners, promoting and supporting women is engrained in our DNA and fully embedded in our business. Indeed, employees from the Chinese ethnic group earned 31 per cent more than white British workers in 2018, according to the Office for National Statistics, while those from Bangladeshi backgrounds . Ethnicity Pay Gap Report Ethnicity and Black inclusion 28 Ethnicity Pay Gap Report 31 Gender Pay Gap Report Foreword 37 About us 38 Our 2020 pay gap 42 Understanding our gap 49 Looking Ahead People Data Campaign 52 Disability Rapid Action Plan (DRAP) 53 Targets 53 External benchmarking 53 Race Equality Matters 54 Peer 2 Peer Network global . At the time of calculation, 88.5% of our pay gap employee and partner population had answered the question regarding ethnicity. The Ethnicity Pay Gap is calculated by comparing the average pay of white employees and ethnic minority employees in an organisation, regardless of the roles they do. Ethnicity pay gap report 2020 This report is prepared on behalf of Network Rail Infrastructure Limited, a member of the Network Rail Group of companies owned by Network Rail Limited. Median pay gap 2020 . Our 2020 mean gender pay gap is 20.4%, an improvement of 1.8% on 2019. 2 The National Audit Office diversity pay gap report - 2020 Introduction Since 2017 the NAO has made an annual declaration of our gender pay gap as required by legislation. This is the first year that we are publishing our Ethnicity Pay Gap analysis. From this the percentage difference of the pay gap is calculated. This report is based on data from April 2020, which shows Barnardo's median ethnicity pay gap is -12%. Ethnicity pay reporting, as the 2020 parliamentary petition demonstrated, is an important component in this response. This is down by 7.1 percentage points since we started reporting the gender pay gap in 2017, which is good progress, but there is clearly more work to be done. This report sets out the Statutory Gender Pay Gap Report for 2020 as per the requirements in the Equality Act 2010. For 2020, we conducted a race/ethnicity pay gap analysis for our US office/global staff (in our other offices, different types of analysis will be ITV plc 2020 Gender and Ethnicity Pay Gap Report 2 Our gender pay gap According to the Office for National Statistics (ONS), the overall UK median gender pay gap is currently 15.5%. We have calculated the Ethnicity Pay Gap using exactly the same approach, with the same snapshot date, in the absence of any UK legislation. AC - Gender and ethnicity pay gap report 2020 Diversity and inclusion within our firm Over the past 12 months we have continued to embed diversity and inclusion within the firm and a central focus has been to help those in leadership and supervision roles to become more effective people managers. Sexual orientation pay gap reporting 18 3.1 Combined partner and employee pay gaps - UK 18 3.2 LGBT+ action plan 19 4. Foreword Introduction Diversity and Inclusion Ethnicity Pay Gap Report Gender Pay Return to contents Gap Report Looking Ahead. 12.5% -9.5% 7.4% 17.4% 16.4% 14% Our employee profile The mean ethnicity pay gap: The median ethnicity bonus gap: The median The expected regulations are much overdue following a government consultation which closed in January 2019. Reducing our pay gaps, increasing our transparency. The mean gender pay gap in hourly pay. 67% collect ethnicity data (up from 53% in 2018), 23% calculate their ethnicity pay gap, and 40% of these have published it voluntarily. The 2020 mean gender pay gap has decreased for trainees and associates when compared to the . This petition demonstrates an appetite for extending the remit of pay gap reporting with Matthew Fell, CBI chief UK policy director, urging firms not to wait . Following the turbulence caused by the COVID-19 pandemic, the UK Government suspended the enforcement of gender pay gap reporting for 2019/2020. In addition, the report includes the Ethnicity Pay Gap, People of Colour Pay Gap, Disability Pay Gap, and Sexual Orientation Pay Gap using the same calculation methodology and data sample. Secondly, access to BAME talent differs regionally. Reducing our pay gaps is an integral part of our inclusion strategy. The Ethnicity Pay Gap figures represent the pay or bonus gap between ethnic minority and white employees, expressed as a proportion of white employees. the 12 months leading up to 5 April 2020. Our data includes lawyers and business services professionals. DWF's combined gender pay gap, which includes pay data for all UK employees and partners, has fallen from 39 per cent in 2019 . Gender and Ethnicity Pay Gap 2020 1. Data-driven ethnicity pay gap reporting is essential in understanding the different experiences of individual ethnic groups beyond anecdotal data. Ethnicity Pay Gap Report. The main drivers for our gender pay gap remain the same. It's a good start, but we know we still have a long way to go. Annual report on the gender and ethnicity pay gap. Deloitte UK | 2020 Ethnicity Pay Report • Median . Gender and Ethnicity Pay Gap Report 3 As at 5 April 2020, Eversheds Sutherland in the UK had 2,485 employees of which 66% were women. . Our latest data for the Ethnicity Pay Gap reporting period (until April 2020) shows that 10.3% of all colleagues and 7.3% of our senior management population identify as Black, Asian or Minority Ethnic.
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