by
Ryan Clement FRSA, LLM, BA, BSc, barrister
On 6 February 2026 I had the honour of Chairing and facilitating a Panel of Experts – legal and business – (a top class line up!) for Dianne Greyson’s (founder of EthnicityPayGap Campaign) Ethnicity Pay Gap Summit at the landmark premises of the London Stock Exchange. Wow! What an experience!
As participants, a few of us had the pleasure of witnessing the Closing Ceremony, which was a treat in itself. A scene in John Landis’ icon movie, Trading Places, sprung to mind. Well, it was not quite the same as what I had seen in the movies, regarding the NYSE. Neither did I witness an equivalent to Eddie (Billy Ray Valentine), Dan Aykroyd (Winthorpe) or Jamie Lee Curtis (Ophelia) celebrating nor the brothers, Randolph and Mortimer Duke, fall to their knees over a one dollar bet taken too far and the outcome gone very wrong!
Ethnicity pay gap reporting involves measuring the difference between the average earnings of employees from different ethnic groups across an organisation. While not yet a legal requirement like gender pay gap reporting, many companies are adopting it to build more equitable workplaces. It is a proposal that forms part of the Equality (Race and Disability) Bill, following a consultation process that closed in June 2025, seeking views on how to introduce mandatory ethnicity and disability pay reporting for large employers (those with 250 or more employees). The keynote speaker was Seema Malhotra MP, Minister for Equalities who informed us, amongst other things, that the Government will respond the consultation in due course.
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The Summit was a timely and practical event for anyone working in DEI, HR, Reward, Talent, People Analytics, Comms and senior leadership, especially as we prepare for the mandatory Ethnicity Pay Gap reporting legislation.
The summit brought together leaders and specialists across:
✔ Employment law
✔ Data analytics and reporting
✔ Communications and storytelling
✔ Diversity, equity and inclusion
Hopefully, attendees left with a clearer insight into what good looks like, how to approach reporting responsibly, and how to turn data into real action.
This government was elected to deliver change. To improve the lives of working people and strengthen our country. Our Plan for Change sets out the ambitious – but achievable – milestones we aim to reach by the end of this Parliament.
An essential element of this Plan – and our five missions for government – is our commitment to create a more equal society in which people can thrive whatever their background. The reality is far from that goal. For example, currently most ethnic minority groups earn on average less than their White British peers. Similarly, while there has been growth in employment rates for disabled people in recent years, disabled people have, on average, lower incomes than non-disabled people. While previous Labour governments introduced the landmark Equal Pay Act 1970 and the Equality Act 2010, as well as other equality-related legislation, more still remains to be done.
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