Hot on the heels of the new gender pay reporting obligations introduced last month, the Conservative Party manifesto which was launched last week (and which we blogged about here) included a pledge to tackle racial pay disparities by introducing reporting on how different ethnic groups are paid. The manifesto also included a new requirement for listed companies to publish the ratio of executive pay to workforce pay.
This week, the Government’s Business Champion for Older Workers, Andy Briggs, is calling on UK employers to publicly commit to employing 12% more older workers by 2022, and to publish the number and percentage of older workers in their workforce by the end of 2017. Eight large employers have already published their age data as part of the "Commit & Publish" initiative.
While the gender pay reporting obligation is the only obligation currently enshrined in law, there certainly appears to be a trend towards increased reporting and publication of workforce data by employers.
Such reporting, whether compulsory or voluntary, is no doubt designed to tackle inequality through transparency. It is hoped that increased transparency will increase accountability and drive action. However, simply reporting numbers won't change things unless employers see it as an opportunity to understand the data and to take action to deal with the issues that it reveals.