Championing Change: Our commitment to pay gap reporting
For the second year we’re proud to share our Gender, Ethnicity, and Disability pay report, which gives full transparency of our journey to creating an inclusive environment for everyone.
Read our 2025 Gender Ethnicity and Disability Pay Report
But we don’t want to stop at advancing our own reporting. We’re joining many organisations in calling for comprehensive pay gap reporting for all large employers.
No one is more passionate about this than our Strategic Equity, Diversity, and Inclusion Lead, Marianne Elliott.
Hear what she has to say about why going beyond Gender Pay Gap Reporting matters.
I've often said that working in Equity, Diversity, and Inclusion (EDI) means being professionally disruptive. It's about advocating for change and challenging the status quo. For years, a dedicated community of organisations and inspiring individuals, like People Like Us and Dianne Greyson, have been campaigning for the government to make Ethnicity and Disability Pay Gap reporting mandatory for large organisations, just as Gender Pay Gap reporting is. It’s encouraging to see this movement gain momentum with the introduction of the Equality (Ethnicity and Disability) Bill in the King’s Speech last year.
As someone deeply committed to EDI, I’m proud to work for an organisation that values Pay Gap Reporting beyond the mandatory Gender Pay Gap Report. At Incommunities, we have been reporting our Ethnicity Pay Gap since 2022 and our Disability Pay Gap for the second year in a row. This commitment to annual reporting is a testament to our dedication to transparency and meaningful change.
In our pursuit of embedding EDI within our organisation, a data-driven approach been so valuable. This journey is far from binary; it’s a continuous process that requires time, dedication, and a commitment to meaningful action. Data is our compass, guiding us as we track progress, build trust, and sustain our efforts.
For me, authentic EDI is fundamentally about building trust. Regularly reporting on our organisation’s pay gaps is a testament to this trust. It embodies consistency, showing that our journey to embed EDI is genuine and not merely performative. Transparency is at the heart of our reporting, regardless of the results. It demonstrates our unwavering commitment to truth and integrity, proving that we have nothing to hide. Most importantly, it reflects our care and dedication to using data to drive meaningful and sustainable changes, creating equitable pay processes and inclusive environments for everyone.
Our Ethnicity and Disability pay gap reports, alongside our Gender Pay Gap report, have sharpened our focus on key areas where we can make a significant impact, such as recruitment, learning and development, and encouraging more colleagues to voluntarily disclose information about themselves and their protected characteristics. We know the road is neither straight nor easy, but our consistent approach to leveraging key data insights underscores why this work matters and how we use data to drive change.
Personally, I believe that going beyond mandatory data insights is crucial. It shows we’re not just about meeting regulatory requirements; we’re living our values and demonstrating our commitment to our people; by creating a culture where everyone feels they belong and bringing fairness and equity in our pay systems.
Join us in committing to ethnicity and disability pay gap reporting. Together, we can create a more inclusive and equitable future.
If you support this cause, add your views to the government consultation happening right now. This consultation is open until 10 June!