Mandatory ethnicity and disability pay gap reporting is coming for every employer with 250+ staff.
The headline is the pay gap figures, but you'll be accountable for a lot more than the numbers themselves.
You'll need to show how you got there, who's in your workforce, how many people declared their data, and what you're doing to close the gaps. All of it published, all of it scrutinised.
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We've supported organisations through gender pay gap reporting since 2017, and the lesson is always the same. The ones who treated it as a compliance exercise alone struggled. The ones who built a process that covered the data, the disclosure, and the narrative got through it cleanly.
We'll walk through what the government has confirmed, what compliance actually looks like in practice, and where the new requirements go further than gender.
A readiness checklist covering disclosure obligations and action plan requirements, so you know what you'll be accountable for and identify where the gaps are in your current ethnicity and disability data
A clear view of how ethnicity and disability reporting differs from gender, so you're not assuming the gender playbook will carry over
Three practical next steps to take this quarter, focused on building a compliance process that holds up under public disclosure
This session is for HR, reward, and DEI leaders who want to be ready, not reactive.
Reserve your spot and leave with a framework you can use immediately.