Frankie Reddin and Lorraine Copes on the gender and ethnicity pay gap

Four years ago, the gender pay gap was recorded as nine per cent. Today, in 2022, the industry has regressed, and the gap now stands at 15 per cent. The statistics are the same when it comes to ethnicity. Here, industry leaders Frankie Reddin and Lorraine Copes offer solutions.

Frankie Reddin, PR and industry leader

When it comes to gender pay, the hospitality industry can lead by example, as we have seen in businesses such as Corbin & King, Hawksmoor, and Asma Khan’s restaurant. There are some simple structures and values that can and should be instilled into any hospitality business from the outset.

• Equal maternity and paternity pay and leave – not just statutory
  
  
• Salaries not to be decided solely or largely on experience – there are often ‘gaps’ in experience when it comes to a woman’s career
  
  
• Clear career pathways explained to ALL and transparency of salaries – us Brits need to get over feeling uncomfortable talking about money
  
  
• Nurture a positive work culture and environment by asking and listening to what your workforce needs – you will then be able to identify what holds back the gender pay gap within your business, as it varies massively

Lorraine Copes, founder, Be Inclusive Hospitality, on a multipronged approach

What is most concerning about the ethnicity pay gap increasing, even after the 2020 spotlight on race inequality, is that we appear to be going backwards instead of forward. In order to accelerate any step change within businesses irrespective of how small or large, accountability starts at the top.

Ultimately, what gets measured, gets managed, and what gets managed gets done. A multi-pronged approach is necessary to drive change, and some of the important steps to take include:

• Monitor and measure – track pay, because it is essential to understand where you are now, before deciding where you need to get to
  
  
• Transparency for all – on pay bandings and routes for progression
  
  
• Education – remove bias from the recruitment, promotions, and the company as a whole
  
  
• Engage – anonymously engage with your employees to better understand the views and experiences of your employees from diverse backgrounds
  
  
• All the steps above speak to evolving and improving company culture and it must start here