1. Get standardised categorisation
Simplified binary reporting to White and non-White for Ethnicity Pay Gap Reporting is preferred. (The terminology around BAME is confusing if including non- or visible minorities, i.e. including Eastern European population rather than looking at race and its barriers).
For internal use, it was preferable that full ethnicity categories were used in line with census to reflect local working population.

2. Disclosure rates up
Be transparent and communicate fully why companies need to collect data. Please see our case studies on data. It was reported that non-BAME population don’t disclose as readily, as unsure why.

3. HR Systems
Need to be able to update easily to reflect the needs of a changing world. HR Systems need to be easier to use to improve disclosure rates. They are currently clunky and hard to update, if they are bespoke to businesses’ needs, they can’t be updated automatically and easily.
ACTION: Link systems: Oracle, SAP, SageHR, Workday into conversations.

4. Buy in
Without CEO and board buy in, is hard to get data & transparency, this is why Government intervention would be helpful.

5. Timescales 
Need 2 years ​to properly prepare businesses to be data ready.

LINKS
• EPGR – APPG group notes
• Case studies: Data