In the UK, it is legally mandated for an organisation to report on their gender pay gap. This requirement was first introduced in 2017 and required all private and public sector employers with 250+ employees to publish their figures by 2019.

Over the past few years, organisations have been getting into a steady rhythm of collecting and publishing this data, however best practice organisations have been going above and beyond the legal requirements and have been publicly publishing more of their diversity or pay gap data.

The Race & Ethnicity workstream is a key part of our 2022 Inclusion Strategy and we are committed to driving change in this area. As part of demonstrating our commitment to Race & Ethnicity inclusion, this year we’ve chosen to take the lead, being one of the first recruitment businesses to openly publish and share our ethnicity data.

While reporting on ethnicity is not yet legally required by UK organisations, we know it is an area in which we must improve and believe it is the first step towards achieving our goals of transparency and inclusion.

We have also signed up to BITC’s Race At Work Charter, which outlines 7 key actions to amplify our commitment to improving quality of opportunity in the workplace, including: appointing an exec sponsor for race, capturing and publishing our ethnicity data and committing to a zero tolerance to racism and bullying. For more information on the key actions we have signed up to, see here.

Over the past year, we have taken some time to reflect and acknowledge where we are as an organisation on the inclusion journey. We held listening sessions with our people to understand where we needed to make improvements or take action.

Holding these conversations, and looking at our data helped us to create an insight lead Race at Work Action Plan which details how we aim to accelerate ethnic diversity and inclusion across Randstad.

We’ve grouped our strategic actions of our ethnicity action plan into 3 areas of initial action oriented focus.

Accelerating ethnic diversity by using data led insights to create targeted and impactful progress in areas where we have low representation
Providing Black and ethnically diverse colleagues with access to career development opportunities through talent development programmes for ethnically diverse colleagues
Educating, empowering and creating a culture of proactive allyship and representation across the organisation and through our networks.

Next year, we will report on the progress that we have made under our 3 areas of focus. To view our Ethnicity Pay Gap, please click here.

If you’d like to find out more about join our team, please get in touch. We’d love to have a conversation with you.

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