With the increased demand for better representation in the workforce and the recent Black Lives Matter movement shining a spotlight on racial inequalities, now is a real opportunity to implement real lasting change.
This downloadable resource lists tangible actions to tackle your racial wage gap: from refining your recruitment processes to improving data collection and disclosure rates. We provide real-life case studies from both US and global organizations to provide you with some great best practice actions and next steps.
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Pay equity can’t wait any longer. This downloadable categorises and lists actions to take to improve representation and close racial wage gaps in your company. We’ve included best practice examples from industry leaders and the best next steps to take if you want to build fairness into your workplace.
Why it matters
Transparency – Build a sense of honesty and a feeling of support amongst BIPOC employees by following our recommended actions
Loyalty & trust – Ensure all your employees feel they are valued and are considered in decision making, and attract the next generation of employees who care about diversity
Representation – By building a workforce that better represents society, you’ll have ideas and innovations which benefit society too
Financial gain – McKinsey (2020) found that more ethnically diverse companies are 36% more likely to financially outperform those who aren’t
Innovation – Distinguish yourself as an employer who cares and who does the right thing, improve reputation and encourage collaborative innovation
Where to go next
Gapsquare specialise in fair pay, pay analysis and workplace diversity and inclusion practices. Our flagship self-use software, Fairpay Pro, is able to calculate your racial wage gap instantly, giving you the time to focus on implement the strategies and and actions that matter.
You can also find some useful resources surrounding racial wage gap analysis and fairer workplaces for BIPOC employees.
Get in touch if you have any questions or concerns around building equality and inclusion into your company or the wider fair pay agenda at email@example.com