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Putting the Focus on Ethnicity: Dianne Greyson and the #EthnicityPayGap Campaign

In October 2023, Spktral welcomed Dianne Greyson to the team as Non-Executive Director. Dianne is the founder of the #EthnicityPayGap Campaign, Managing Partner of Synergised Solutions and Director of Equilibrium Mediation Consulting. In February 2024 the #EthnicityPayGap Campaign will host the first ever Ethnicity Pay Gap Summit in partnership with Spktral and ShareAction. Tickets can be found here. 

When it comes to talking about equity at work and building inclusive workplaces, the conversation around the gender pay gap usually takes the forefront.That is not to say that everyone is measuring or targeting their gender pay gaps effectively (and by this we mean that reporting figures alone does nothing to make concrete change to the structure of an organisation), but it does mean that, at the very least, it is gradually becoming more desirable to demonstrate a commitment to ending gender pay disparity. 

But often missing from these conversations is another huge disparity problem – one that organisations (and the government) remain mostly silent about: The Ethnicity Pay Gap. 

A particularly strong voice advocating for an end to the Ethnicity Pay Gap is Dianne Greyson. Dianne founded the #EthnicityPayGap Campaign in 2018 to raise awareness of the issue. The campaign calls for legal, cultural and systematic change to address and end pay disparity based on race.

In 2021, the #EthnicityPayGap Campaign launched the first Ethnicity Pay Gap Day, to promote a call to action for individuals and businesses. Supporters can purchase t-shirts to visibly promote the campaign off and online, download a pledge from the website and share on social media, and ask their MP’s to support the campaign.

It is incredibly important to look at diversity and inclusion in the workplace through an intersectional lens – to have an understanding of lived experience across different genders, ethnicities, sexualities, disabilities and socioeconomic backgrounds. Acknowledging multiple forms of inequality and marginalisation and the ways in which they come together is fundamental for understanding employees’ unique experiences and the obstacles they face because of them, both in and out of the workplace. 

On Ethnicity Pay Gap Day 2024, the Fawcett Society published findings that show there is a 14.7% pay gap between women of Bangladeshi and Pakistani heritage and white British women. Compared with white British men, the figure is 28.4%. Evidently, the gender pay gap and ethnicity pay gap are not isolated or independent issues. This becomes clear again when we look at what is known as the Motherhood Pay Penalty. 

A report published in June 2023 by The Fawcett Society and supported by the #EthnicityPayGap Campaign considered the pay penalty taken by mothers in terms of gender and ethnicity for the first time. It showed that the motherhood pay penalty is affecting the lifetime income of Black and minoritised women.

Commenting on the report, Dianne said: “You can almost say that this report identifies that things are stacked up against Black and other minoritised women, preventing them having fair pay, which is a disgrace. There is enough evidence in the research report for the government to act on making the Ethnicity Pay Gap mandatory to report. There is also enough evidence for organisations to work harder to improve the lives of working mothers, in particular those who are Black and minoritised”.

The #EthnicityPayGap Campaign calls to ensure that businesses fully demonstrate that they are taking every action to end pay disparity based on ethnicity – and this is not a case of just reporting figures. Ensuring equitable pay for employees depends on strategic, evidence-driven change across the whole of an organisation. It involves educating employers on why and where gaps are occurring and supporting them to make meaningful changes to the very structure of their organisation. It involves robust and accurate analysis of data and a commitment to evolve over time – to understand and tackle the barriers to success and the ways that they are present in, and unique to, individual workplaces. 

Dianne’s commitment to pay parity brought her to Spktral last year as Non-Executive Director. Of this position, Dianne says: “It is not a coincidence that I have joined Spktral as a Non-Exec Director,  the synergy is quite remarkable. Spktral has ambitions to be a market leader in their field and to challenge the status quo when it comes to representation.”

The #EthnicityPayGap Campaign – Dianne, specifically – is the driving force behind this year’s Ethnicity Pay Gap Summit, along with Spktral and in partnership with ShareAction. The Summit is due to take place on 9 February and will be the first of its kind, offering a supportive and informative space for people to learn about the Ethnicity Pay Gap and how to improve representation in their own organisations. With a range of guest speakers, including Charles Cotton (CIPD), Kohinoor Choudhury (ShareAction), and Shabna Begum (Runnymede Trust)  Dianne hopes that getting everyone in a room together will be the perfect opportunity to “have constructive conversations built from diverse perspectives”.

Book your space at the EPGSummit24 here.

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