Westminster Employment Forum

Morning, Thursday, 25^th February 2027

Online

This conference will examine next steps for ethnic diversity in the workplace in Great Britain, with a focus on proposed reform to pay reporting and employment protections, and priorities for employers and other stakeholders in addressing disparities in workplace outcomes. Areas for discussion include the introduction of mandatory ethnicity pay gap reporting and action plans, options for reforming equal pay law and enforcement, implications of changes to employment rights, and approaches to improving recruitment, career progression and workplace culture, including differences in experience between ethnic groups.

Bringing together stakeholders and policymakers, the conference will examine the Government's March 2026 decisions on the proposed reporting requirements and its subsequent consultation on equal pay and pay discrimination. Delegates will discuss next steps for legislation, including outstanding questions about the design and timing of requirements, the proposed extension of equal pay protections to ethnic minority workers, and arrangements for enforcement and access to redress. The agenda will also consider implications of recent changes under the Employment Rights Act 2025, particularly for preventing harassment and resolving workplace disputes.

For employers and workforce representatives, the proposed reporting regime raises questions about the collection and interpretation of ethnicity data, the usefulness of information produced, and what should be expected of organisations in responding to identified pay gaps. Sessions will consider the scope and effectiveness of action plans, including links with recruitment and progression, the involvement of employees and trade unions, and practicalities for organisations with differing resources and reporting capabilities. Further discussion will assess priorities for guidance, compliance and accountability, including the roles of regulators and implications of proposed changes to enforcement.

The conference will also consider priorities for workplace practice in light of continuing differences in employment and progression outcomes, including representation in senior roles and the particular barriers faced by different ethnic groups. Delegates will discuss approaches to recruitment, management and career development, what can be learned from initiatives already undertaken, and the implications of changing expectations and pressures on workplace equality programmes. Further areas for discussion include targeted employment support for young people from ethnic minority backgrounds, the contribution of local partnerships, and priorities for policy and employer action moving forward.

Ethnicity pay gap reporting, data & action plans
Sessions will assess the reporting approach set out in March 2026 as a framework for giving employers and workers a meaningful picture of pay and representation. They will also consider possible approaches to preparation with legislation still awaited.

Overall, areas for discussion include:

• legislative timetable:
  
  • progress of the Equality (Race and Disability) Bill - outstanding decisions on reporting requirements - regulations and guidance still to come
  • lead-in time for employers - lessons from gender pay gap reporting and voluntary reporters
• data collection: declaration rates and employee confidence in how data will be used - communicating purpose and safeguards to staff - guidance in place of a minimum declaration threshold
• reporting categories:
  
  • proposed use of five broad ethnic groups, including a comparison between White employees and all other ethnic groups combined - minimum group sizes and confidentiality
  • whether broad categories obscure significant differences between ethnic groups
• interpreting the figures: pay gaps compared with unlawful pay discrimination - concentration in lower-paid roles and sectors - regional variation - implications for future pay decisions
• action plans:
  
  • aligning with gender pay gap and menopause action plans, expected to become mandatory in 2027 - prospect of a single equality action plan covering sex, ethnicity and disability
  • identifying effective measures in response to reporting findings - accountability for delivery - measuring progress over time - involvement of staff and trade unions
  • role of boards, investors and public procurement
• public sector data: decision not to require public bodies to report by grade or on recruitment, retention and progression - scope for voluntary reporting
• employer capacity:
  
  • HR systems and analytical skills - calls from some for phased introduction - support for organisations near the threshold and SMEs reporting voluntarily
  • cost and proportionality of reporting requirements - managing administrative demands while producing useful information - streamlining EDI policies

Equal pay reform, enforcement & access to redress
Delegates will consider the direction of equal pay reform and the wider enforcement arrangements, including how far new arrangements may change ethnic minority workers’ ability to challenge pay discrimination and obtain redress.

Overall, areas for discussion include:

• equal pay reform:
  
  • government response to the consultation - sequencing of protections for ethnic minority and disabled workers - outstanding legislative decisions
  • aligning race and disability protections with those for sex - outsourced workers and pay equity in contracting - protection against combined discrimination
• pay transparency: salary information in job adverts and before interview - reinstated statutory questionnaire - wider use of equal pay audits - use of hypothetical comparators
• enforcement:
  
  • role, remit and powers of the proposed Equal Pay Regulatory and Enforcement Unit - involvement of trade unions - priorities for proactive enforcement
  • relationship with the Equality and Human Rights Commission and the Fair Work Agency - avoiding gaps and overlaps between bodies - role of the EHRC in guidance and compliance
• access to redress: six-month tribunal time limits - unfair dismissal after six months’ service and uncapped compensation - employment tribunal capacity - early conciliation - access to effective remedies
• harassment duties:
  
  • liability for third-party harassment related to race and other protected characteristics - duty to take all reasonable steps on sexual harassment
  • customer-facing and frontline roles - guidance and employer practice for preventing and responding to harassment by customers and service users
• wider employment rights:
  
  • implications for ethnic minority workers in insecure and lower-paid jobs - forthcoming reform to guaranteed hours and flexible working
  • experience of changes to Statutory Sick Pay and family leave

Workplace culture, progression & routes into work
Further sessions will look at barriers to entering and progressing in work, with latest thinking on approaches taken by employers and through local employment support.

Overall, areas for discussion include:

• recruitment: bias in shortlisting, assessment and selection - positive action and its legal limits - monitoring outcomes at each stage
• progression:
  
  • representation in senior and decision-making roles - slower progress for Black professionals at senior levels
  • barriers to promotion - access to mentoring, sponsorship and upskilling - line management and development opportunities
• different experiences: variation between ethnic groups - intersectional considerations across sex, disability, age and religion - differences in recruitment, pay and progression outcomes
• workplace culture:
  
  • confidence in discussing race at work and raising concerns about discrimination
  • role of employee networks and trade unions - occupational health and wellbeing support - dispute prevention and early resolution
• what works:
  
  • evidence on approaches to improving retention and progression - lessons from voluntary reporters and Race at Work Charter signatories
  • sustaining commitment under budget pressure and pushback on diversity initiatives
• routes into work:
  
  • varying NEET rates across some ethnic groups - connecting young people with employment services - reach of the Youth Guarantee
  • employment gaps for ethnic minority graduates
• local partnerships:
  
  • coordination between local authorities, employers, training providers and community organisations - trusted intermediaries and outreach
  • apprenticeships, work experience and access to growth sector roles

All delegates will be able to contribute to the output of the conference, which will be shared with parliamentary, ministerial, departmental and regulatory offices, and more widely. This includes the full proceedings and additional articles submitted by delegates.