Morning, Thursday, 25th February 2027
Online
This conference will examine next steps for ethnic diversity in the workplace. Areas for discussion include phased implementation of measures applying in Great Britain under the Employment Rights Act 2025, planned mandatory ethnicity and disability pay gap reporting for large employers, the Government's consultation on equal pay and pay discrimination, and priorities for the secondary legislation still to come under the Act.
It will bring together stakeholders and policymakers to assess next steps for ethnicity pay gap reporting following the Government's March 2026 consultation response, including plans for accompanying action plans and the timetable for legislation, as well as potential reform relating to discrimination involving multiple protected characteristics.
Reporting in practice & the Employment Rights Act 2025
Planned sessions will examine practical questions around adapting existing gender pay gap reporting frameworks for ethnicity data collection and analysis, with discussion on employee declaration rates and confidence in how data will be used, ethnicity classifications, and minimum group sizes. Delegates will also consider implications of new day one rights to paternity and unpaid parental leave and changes to Statutory Sick Pay, forthcoming workplace harassment protections, and the reduction of the qualifying period for unfair dismissal to six months introduced in the Employment Rights Act 2025. Further discussion will consider enforcement issues, implications for workers from ethnic minority backgrounds, and anticipated impact on employment tribunal capacity, with the time limit for most claims being extended to six months.
Equal pay enforcement & employer capacity
The role and remit of the proposed Equal Pay Regulatory and Enforcement Unit will be assessed, as the Government consults on its powers and where it should sit, alongside proposals to extend equal pay rights to ethnic minority and disabled workers and to increase pay transparency. Delegates will also consider approaches to streamlining equality, diversity and inclusion policies, particularly for SMEs with more limited HR capacity and resources for compliance.
Recruitment, progression & intersectional disadvantage
Further sessions will assess priorities for supporting employee wellbeing, in addition to how forthcoming duties can address compounded gaps and disadvantage experienced by workers with more than one protected characteristic. Approaches to tackling discrimination and bias in the recruitment process will be discussed. Delegates will consider priorities for improving progression routes and senior leadership development opportunities for workers from diverse ethnic backgrounds, looking at access to professional networking, mentoring and skills development opportunities.
Local partnerships & targeted employment support
They will also examine strategies for community engagement and strategic partnerships between local authorities, employers, training providers, and workforce groups, including options for local support frameworks and funding schemes to deliver targeted support for those seeking opportunities in employment, education, and training.
Overview of areas for discussion
- employment rights and pay gap reporting:
- impact of Employment Rights Act 2025 measures on workers from ethnic minority backgrounds - timetable for legislation and implementation
- day one rights to Statutory Sick Pay, paternity leave and unpaid parental leave - duties to prevent sexual and third-party harassment - unfair dismissal protection after six months
- further reform from 2027 - flexible working, guaranteed hours, fire and rehire, and collective redundancy procedures
- mandatory equality action plans for the gender pay gap and menopause support from 2027 - alignment with planned ethnicity and disability pay gap action plans
- data collection and declaration rates, ethnicity classifications and minimum group sizes - implications for future pay decisions and reducing ethnicity pay gaps
- extending equal pay rights to ethnic minority and disabled workers - pay transparency in recruitment and pay practices
- enforcement:
- role, remit and powers of the proposed Equal Pay Regulatory and Enforcement Unit, the Equality and Human Rights Commission and the Fair Work Agency - employment tribunal capacity
- partnerships and employment support:
- role of trade unions and employee networks in supporting employer-employee relations
- role of strategic partnerships between local authorities, employers, training providers, and workforce groups in delivering sustained, good quality employment
- support for young people from ethnic minority backgrounds who are NEET
- inclusive workplace culture and health and wellbeing support
- recruitment, retention and progression:
- reducing bias in recruitment and selection - progression routes and senior leadership development opportunities - mentoring
- ensuring effective representation of workers from ethnic minority backgrounds in senior and decision-making roles
- intersectional considerations:
- potential reform to tackle discrimination based on a combination of protected characteristics
