PwC publishes its BAME pay gap
Professional services company PwC has reported its black, Asian and minority ethnic (BAME) pay and bonus gaps for the first time, meaning it is one of the UK's first large employers to do so.
Read more about workforce diversity:
- Much of financial sector 'failing on gender diversity'
- Lack of ethnic diversity in boardrooms will hinder trade deals
- True diversity means considering background, says recruiter
- Trust lacking in gender pay audits to close gaps: survey
Taking the initiative on BAME pay gap reporting
Using the same methodology the government requires for the gender pay gap, PwC calculated its BAME pay and bonus gaps as 12.8% and 35.4% respectively.According to PwC’s analysis, both figures are driven by there being more non-BAME staff in senior higher-paid roles and more BAME staff in junior administrative roles.Mr Ellis commented: “While our analysis shows that we pay our BAME and non-BAME employees equally for doing equivalent jobs, it does reveal that we have an imbalance at the senior levels of our business.“Our priority is to do all we can to retain our junior BAME talent and improve rates of progression to senior management levels. We’re aiming to achieve this through stronger accountability across our business to deliver our gender and ethnicity targets, monitoring our pipelines on a more regular basis and making sure that all of our people can benefit from the most stretching of client engagements.“We are also talking to our BAME employees to understand their sense of working at PwC to see if there are any barriers we can address.”Building more diverse talent pipelines internationally
Last year, PwC’s global review noted 36% of the multinational business’s long-term international assignees were women – above the average of between 20-25% cited in various studies.For 2017, social mobility data for PwC’s most recent UK graduate intake shows the numbers of recruits from more diverse backgrounds “is improving.” Four in ten (39%) are first generation graduates, 74% attended state school, 14% came from homes eligible for income support and 10% were eligible for free school meals.“Encouraging social mobility and promoting diversity are vital for the future success of the firm,” said Kevin Ellis. The more transparent we are with our diversity and social mobility data, the more we hold ourselves accountable to achieving real change towards our goal of being a truly diverse organisation.”For more HR news and features, please click here.
Access hundreds of global services and suppliers in our Online Directory Get access to our free Global Mobility Toolkit©2024 Re:locate magazine, published by Profile Locations, Spray Hill, Hastings Road, Lamberhurst, Kent TN3 8JB. All rights reserved. This publication (or any part thereof) may not be reproduced in any form without the prior written permission of Profile Locations. Profile Locations accepts no liability for the accuracy of the contents or any opinions expressed herein.