Event Summary

The Government has confirmed that employers with 250 or more employees will be required to report on ethnicity pay gaps, disability pay gaps and workforce representation. The forthcoming Equality (Race and Disability) Bill is expected to come into force in 2027.

Alongside annual gender pay gap reporting, large employers will also be required to publish Equality Action Plans from spring 2027 under the Employment Rights Act.

These developments mark a shift from simply reporting pay gap data to demonstrating meaningful action and accountability.

Employers will need to understand the causes of pay disparitie and show how they are measuring progress year-on-year.

Join Westminster Insight’s Pay Gap Reporting Conference to gain practical guidance on preparing for the new requirements. Expert speakers will share how to collect, analyse and interpret workforce data, address gaps in ethnicity and disability data, and build trust across your organisation to encourage disclosure.

We will explore strategies for gathering, auditing and analysing workforce data effectively, while navigating GDPR, privacy and ethical considerations when collecting and processing sensitive employee information. Discover how AI and advanced analytics can support EDI reporting, while mitigating bias risks.

Attend this timely conference to hear from policymakers, employers and EDI experts on how to identify the drivers behind pay disparities and develop measurable Equality Action Plans that support long-term organisational change. Ensure your organisation is ready for the next phase of pay gap reporting. Improve pay transparency and promote fairness and inclusion across your workforce

Key Topics

  • Preparing for ethnicity and disability pay gap reporting: requirements, challenges and next steps
  • Gathering, auditing and analysing EDI data effectively
  • Building trust and encouraging disclosure among underrepresented groups
  • Addressing missing data, inconsistent systems and unclear ownership
  • Handling sensitive information and managing GDPR and privacy considerations
  • Creating transparent pay and progression frameworks
  • Reviewing practices around recruitment, promotion, career progression and leadership development to improve fairness and inclusion
  • Developing effective Equality Action Plans with measurable outcomes
  • EU Pay Transparency Directive – implications for UK employers
  • Understanding the links between menopause, retention and pay gaps
  • Using reporting insights to improve organisational performance and embed inclusion into workplace culture

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