Deloitte’s 2019 mean ethnicity pay gap is up from last year, now standing at 14.5% to 2018’s 12.9%
Publishing the data on a pay gap between ethnicities is optional, but Deloitte has chosen to do so in the interest of transparency.
Grant Thornton also published its ethnicity pay gap data last year, specifying that its mean ethnicity pay gap was 8% for employees only and 18% for employees and partners combined.
While its mean pay gap is up, Deloitte’s median pay gap has shrunk, to 6.7% from 7.9% last year.
Deloitte’s total earnings gap based on ethnicity includes equity partners. The mean total gap is 43.5%, a decrease from last year, while the median has increased by 2.2% to 12.8%.
Dimple Agarwal, managing partner for People & Purpose at Deloitte UK, said, “Deloitte’s ethnicity pay gap is due to the lower proportion of ethnic minority people holding the most senior positions within the firm, an issue that we are continuing to address.”
All employers in the UK with more than 250 people have been obliged to calculate and publish their mean, and median, gender pay gaps as well as data relating to bonuses since 2017. More than 10,000 firms have published their data.
The financial services sector showed the largest disparity in bonus size when data was collected last year. In 2018, women at Barclays received 27p in bonus pay for every £1 bonus paid to men.
Deloitte’s bonus packages show a median bonus gap of 27.7% - up from last year – and a mean bonus gap of 42.9%.
The firm announced in 2017 that it would aim for 10% of all partners to be from an ethnic minority by 2021, in line with the Parker Review. It also pledged that the executive committee would have at least one BAME member, as will each of its business leadership teams.
In June 2019 just over 10% of those promoted to partner at Deloitte were from an ethnic minority.
Sourced from ICAEW- written by Frances Ball