Pay discussions disadvantage ethnic minorities

According to a study by the campaign group People Like Us, ethnic minority workers are twice as likely to have their pay raise or promotion denied.

The survey revealed that 40% of ethnic minorities workers had their pay raise or promotion revoked because of the current economic climate. This compares to only 23% of white employees.

A third of ethnic minorities reported that they worked eight or more extra hours per week than their contracted hours. Non-white employees work an average of 6.95 additional unpaid hours per week compared to white workers who only work 6.27.

The survey revealed that the UK is in favor of greater pay transparency. 58% of respondents said they would support the UK adopting EU Pay Transparency Directive.

Employers must also refrain from asking about the salary history of candidates.

Seven out of ten ethnic minority workers are uncomfortable talking about pay because they fear negative consequences. This is compared to only 51% of white employees. They are most concerned about being perceived as disruptive (30%) and facing career limitations (27%).

In response to a question about the possibility of a “right to disconnect”, which does not appear to be included in the government’s upcoming Employment Rights Bill (Bill on Employment Rights), 50% of respondents expressed support.

However, ethnic minority workers said they did more work outside of normal working hours than white employees. Over a quarter of non-white workers (26%) work weekends to catch up on or get an early start on the next week, compared with 16% of white staff.

Additionally, 23% ethnically diverse workers have taken time off due to stress, as opposed to 16% white employees.

People Like Us launched the #NameTheBias campaign, calling for more parity in wages, and reporting ethnicity pay gaps.

Sheeraz Gulsher said, “It is clear that ethnic minorities workers are always on the back foot when it comes pay and representation. This effect has been more acutely felt due to the economic climate.”

We’re asking for the government to implement mandatory ethnicity pay gaps reporting as soon as possible. This will give businesses the evidence they need to level the playing fields.

Tom Heys is a gender and ethnicity expert at the law firm Lewis Silkin. He pointed out that has made ethnicity reporting mandatory, but has not said when or how this will be implemented.

He said: “In this challenging time, employers cry out for certainty. The government should publish immediately its plan, or even a potential plan, for ethnicity gap reporting to allow employers time to prepare.

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