We will seek expert advice where needed to support this. We will actively plan for this in each of our UK offices, drawing upon our knowledge of our employees and with open discussion to enable us to consider a range of disabilities. We will use our return to the office, post-pandemic, as an opportunity to create an enhanced working environment that is suitable for disabled employees and allows individuals to be the best they can be. We will review our inclusion training offering, making changes where needed, and will continue to educate managers and employees so that they are better equipped to support disabled colleagues. We recognise that raising awareness and understanding of disability is important to reduce stigma and change perceptions. It will also help create an environment where people feel comfortable to be themselves and to discuss and celebrate their differences. This will enable us plan how we should support our employees in the most appropriate way for them. We will explore and implement appropriate mechanisms to do this but will also utilise our internal Inclusion and Diversity survey to gather relevant data to support our work. We need to better understand the diversity of our employees in relation to disability and make it easy for individuals to declare and discuss their disability and requirements. We want to be as diverse as the people and issues we research, to better reflect and understand the world, and ultimately deliver better research and insight to our clients. Several business groups, including the Chartered Institute of Personnel and Development (CIPD), charity Business in the Community (BITC) and Women in Advertising and Communications (Wacl), have called on the government to introduce mandatory ethnicity pay gap reporting.At Ipsos, we believe that an inclusive and diverse environment benefits us as individuals and as an organisation. However, it did not recommend mandatory reporting and there is currently no legal requirement on companies to do so. The UK government’s recent controversial report published by the Commission on Race and Ethnic Disparities recommended that employers investigate any ‘existing ethnic pay disparities’. It said it plans to include ethnicity pay indicators during pay reviews across all levels and ensure that promotions and associated processes are ‘transparent and equitable’. The company has changed its approach to graduate recruitment, removing traditional entry requirements such as Ucas points and degree classification. We are committed to reducing both pay gaps with a focused inclusion and diversity strategy that is supported by detailed action plans.” “The pay gaps are due to an under-representation of women and ethnic minorities at our most senior levels which is unacceptable. Women account for over half of the company’s workforce ( 56%) and the mean gender pay gap in April 2020 was 11.1% (median of 4.9%), driven by a lower proportion of women in the most senior leadership roles.īen Page, chief executive at Ipsos Mori, wrote in the report: “Although this is moving in the right direction, compared to the gap of 13.7% in 2018 when we last published our gender pay gap, we want to do better. Mean pay gap is defined as the difference in the average hourly rate of pay, while the median pay gap is the difference between the midpoints in the ranges of hourly pay. The report, based on the responses of 80% of Ipsos Mori managed employees sharing their ethnicity data, found that its workforce is 78% white and 22% ethnic minority, with a mean ethnicity pay gap of 16.2% and a median gap of 11.2%. Organisations in the UK are not currently required to publish their ethnicity pay gap data. The company published the figure in a report that also includes its 2020 gender pay gap, which businesses of over 250 employees have been required to report on since 2017. UK – Ipsos Mori has published details of the company’s ethnicity pay disparity for the first time, identifying an average gap of 16.2%.
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