WHAT’S NEXT FOR DIVERSITY AND INCLUSION IN THE WORKPLACE?


n Parental bereavement leave – The new right to time off work for bereaved parents is due to come into force in 2020.


n Reporting on differences in pay –


– Gender pay gap reporting – If you have 250 employees as at 5 April 2019 you will need to produce a gender pay gap report. This will impact some organisations that were not previously caught. Be aware that a wide definition of “employee” is used, so you should review your workforce.


– CEO pay ratio – New regulations came into force in January 2019 to compel quoted companies with 250 or more employees to report on the ratio between CEO pay and average employee pay.


– Employee engagement – Large and medium sized companies with more than 250 employees have to prepare an annual statement of engagement, which details how directors have had regard to employees’ interests.


– Ethnicity pay gap reporting – The government continues to consult on introducing measures requiring employers to report on the ethnicity pay gap in their businesses.


n The Good Work Plan – We expect to see changes to improve the working conditions for “atypical” workers, such as agency workers and those on zero hours contracts.


n Crackdown on harassment – Further changes expected – see our article on harassment on page 6.


n Maternity protection – The government is considering the responses to its consultation on increasing the current redundancy protection in place for women on maternity leave, so that it continues up to six months after they return to work.


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Diversity, Inclusion and Workplace Behaviours – The Business Agenda


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