The #EthnicityPayGap Campaign, established in 2018 by Diane Greyson, continues to spotlight the ongoing disparity in average wages between employees from the global majority backgrounds and their peers. This initiative also highlights the underrepresentation of global majorities in senior roles. While discussions around mandatory reporting persist, sharing data on the ethnicity pay gap remains a voluntary practice.
Over the years, Genius Within have marked Ethnicity Pay Gap Day by evaluating and sharing our progress as an organisation. Once again, we are proud to report advancements this year and reaffirm our dedication to transparency, accountability, and driving positive change.
Following our Head of HR, Angelica’s attendance at the first Ethnicity Pay Gap Summit in February 2024, we have updated our reporting methodology. Instead of using the mean hourly pay, we now measure the median hourly pay, which we have split it into four quartiles: Lower Pay, Lower Middle Pay, Upper Middle Pay, and Upper Pay. This showed us where we had bigger gaps historically than we thought, and allows us to better understand representation across the company, enabling us to take further positive action.
Across the company, there is ethnic minority representation at all levels, including:
- Directors (including our Non-Executive Directors)
- Department leaders
- Team leaders
- Employees
Currently, 32% of all staff members identify as being from the global majority, with 68% identifying as white, 3% of our staff members did not provide their ethnicity.
Using the median hourly rate of two binary groups white employees and global majority employees, the findings of our analysis is that white employees are paid 4% more than the global majority employees. We are pleased to report that our pay gap has narrowed significantly since 2023 when it was 14%. We have achieved this by increasing the median hourly rate of our global majority employees by 24% and 11% for our white employees, this is a massive difference and brings us into a much more level playing field without compromising inflationary aligned pay rises for our white employees.
When looking into the data further the disparity in the Upper Pay Quartile is still prevalent and we continue to work towards reducing this gap as part of our commitment to continuous improvement. We are continuing to focus on developing the careers of internal leaders from the Global Majority, we believe that investment in our colleagues and supporting them to reach their career potential is the best approach to change at the top. Our Employee Resource Group has completed its first full year and has become an active cornerstone of the Genius Within infrastructure, creating listening spaces, surveys and awareness sessions to promote diversity and inclusion, ensuring we are representative of our communities. We also remain committed to our successful inclusive hiring practices, and we are ambitious for our majority neurodivergent staff team as a whole.
As we look ahead into 2025, we take pride in the progress we have made in recent years and remain deeply committed to actively addressing the ethnicity pay gap, We are dedicated to transparently sharing our progress each year, providing insight into our actions and continuous efforts to foster an inclusive organisation that values and celebrates diversity in all its forms. We encourage other companies to join this important campaign and contribute to creating a more equitable future.
