ACCA (the Association of Chartered Certified Accountants), has published its 2020 gender pay gap for its UK employees today. It has also analysed its UK ethnicity pay gap for the first time.
ACCA began voluntarily publishing its UK gender pay gap in 2018. For this fourth report, the 2020 analysis reveals a median gender pay gap of 6.51%, reduced by 4.6% from 2019. The mean gender pay gap is 10.57%, an increase of 0.55% from 2019.
The ethnicity pay gap median is -15.66% and the mean is -7.16%. These are negative percentages because the average hourly earnings of Black, Asian and other minority ethnic colleagues are higher than that of White colleagues.
Commenting on the findings, Helen Brand, chief executive of ACCA, says: ‘It’s encouraging to see that our median gender pay gap has improved by 4.6% in comparison to last year. This is partly down to the internal development opportunities available at ACCA and the career moves women have made over the last 12 months.
‘Gathering this data and reporting on it aligns to our commitment to nine of the UN SDGs. Goal 5, Gender Quality and Goal 10, Reduced Inequalities particularly speak to aspects of diversity and inclusion and how we need to work together to address change. This work also aligns to our corporate value of inclusion. Looking ahead, while there’s still much to take forward, we’ve established a strong foundation to continue building towards a truly inclusive organisation for all ACCA people.’
Julie Hotchkiss, ACCA's executive director – people, adds: ‘This broadening of our pay transparency reporting to include pay by ethnicity is a first step to creating meaningful and positive change around inclusion and diversity. To do this, we need to establish and understand what our current employee demographic looks like. While 57% of our people chose to do this, we hope more colleagues will disclose their data.’
The gender and ethnicity data provided to ACCA is provided on a voluntary basis. Its ethnicity pay gap is based on those individuals who chose to disclose their ethnicity as at 5 April 2020 – that’s 57% of ACCA’s UK population. Whilst this is a meaningful subset of ACCA people, it does limit capacity to fully understand the ethnicity pay gap.
Julie Hotchkiss concludes: ‘ACCA is reviewing the gender and ethnicity pay gaps to identify and plan for the issues to be addressed. These will be informed by ACCA’s inclusion groups, representing our LGTBQI+, ethnicity and wellbeing communities which we formed last year on the back of the extensive employee consultation on inclusion.’
‘Combined with an in-depth inclusion research report gauging members and future members views on inclusion and diversity, and the introduction of compulsory inclusion training for all our employees, we believe this year we’ve established a strong foundation to continue building towards a truly inclusive organisation for all ACCA’s people.’
Details can be found here: https://www.accaglobal.com/uk/en/about-us/annual-reports.html
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