Each year Newable Group reports on any Gender and Ethnic Pay Gaps, along with a review of the measures in place to address the issues identified. Newable does this as part of its proactive and open approach to build stronger relationships with our staff and stakeholders and demonstrate a desire to always improve and comply with Newable’s principles of diversity, inclusion, and equality. This is the third year of this reporting for the Group.
The Gender Pay Gap refers to the average difference in pay between all men and all women within an organisation. It is not about comparing individuals doing the same job. This practice has been illegal since the introduction of the Equal Pay Act in 1970. This same principle applies to the Ethnic Pay Gap.
The Group has been working with its individual subsidiaries to allow opportunities for women and people from ethnic minority backgrounds to progress with their careers and thus helping to reduce the Gender and Ethnic Pay Gaps. ARC and Synergy have both managed to close their Gender Pay Gap and will now be focusing on maintaining it. CMS, LFS, NewFlex and Weldfast have still considerable room for improvement before reducing their Gender Pay Gaps.
Diversity and Inclusion remains at the heart of the Group’s approach to recruitment and promotion of people within each business. However, Weldfast and JCA have not yet attracted any employees from an ethnic minority background into their businesses and thus their Ethnic Pay Gap data is not available. Officio has made steps in the right direction and managed to recruit people from an ethnic minority background as has LFS and Dancerace. They will all be working towards closing their Ethnic Pay Gaps.
Best-practice sharing to address the Gender and Ethnic Pay Gaps
We will continue to take the following steps to promote gender and ethnic diversity across the Group through existing Newable Partnership initiatives such as Fuelling Ambition Inside, employee career progression programmes as well as Employee Resource Groups ensuring our policies and practices are reinforcing our commitments, including:
— Flexible working policy.
— Family-friendly policies.
— Diversity and inclusion policy (including recruitment).
— Tracking potential.
— Tracking candidate success rates.
— ‘The Rooney Rule’.
— Internal mentoring programme.
— Unconscious bias training.
— Signatory of the Race at Work Charter.