Our ethnicity pay gap
Our data for 2023/24
We have completed our ethnicity pay analysis using the same methodology set out in the UK government’s regulations for calculating our gender pay gap. During the pay period containing 5 April 2024, RLB UK had 1,054 relevant employees. Nine employees did not receive their full pay due to leave reasons, giving a baseline population of 1,045.
Ethnicity pay gaps are aggregated binary comparisons and only compare those employees who identify their ethnicity as either white or ethnic minority.
At RLB, these two declarations account for 95.2% of our workforce. This is a high employee engagement rate as only 4.8% of our workforce have either chosen not to share their ethnicity, or we have no record of this information. These 51 employees have been omitted from our ethnicity pay gap analysis, but we have included this ‘unknown’ ethnicity group in our pay quarter distribution chart.
The ethnicity balance of our UK full-pay employees:
Our ethnicity balance across all pay quarters
The chart below shows our ethnicity balance overall and across the four quarters of our pay range, from the highest to the lowest paid.
We have introduced an automated data collection process for existing employees every six months, providing them with an opportunity to review their diversity, equity and inclusion (DE&I) data. As a result, we have been able to reduce our unknown data gap to 3.6%, a reduction of 5.2% since 2022/2023. This unknown data gap represents the number of employees that have not provided any data. This is significantly better than the industry benchmarking data from the Diversity Survey published annually by the Supply Chain Sustainability School, which reports a data gap of 21% for ethnicity unknown.
Overall ethnic minority representation across the firm has increased by 1.5% since 2023 and while there are gaps in our data across all pay quarters, we have made year-on-year progress to reduce that gap.
To improve our data gap, we are introducing compulsory DE&I data collection within the business during our onboarding process. We will continue to raise awareness among colleagues on the importance of collecting DE&I data.
Ethnicity hourly pay gap
The mean and median percentage differences between the adjusted hourly rates paid to white and ethnic minority employees in the preceding 12 months to the snapshot date.
Ethnicity bonus pay gap
The mean and median percentage differences between the bonuses paid to white and ethnic minority employees in the preceding 12 months to the snapshot date.
Bonus payment ratio
The proportions of each ethnic group who received bonuses in the preceding 12 months to the snapshot date.
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