Ethnicity Pay Gap Reporting

One of our anti-racism commitments was to report on our Ethnicity Pay Gap, something we felt was important to have a transparent conversation with our employees around diversity and inclusion. It’s mandatory for us to report on our Gender Pay Gap and we think it’s just as important for us to report on our Ethnicity Pay Gap given our commitment to further diversify our team.

We have shown our permanent staff and casual team members separately as this is how we have been reporting our ethnicity data publicly. For each group we’ve calculated the Mean (average) and Median, in line with our gender pay gap reporting.

We have reported within two groups – white and ethnically diverse – based on some of the guidance and other reporting we have seen, but as it isn’t mandatory, reporting can vary between organisations. Some of our staff categories in terms of diversity are relatively small, and small variations and numbers can make a big impact on data, so some figures might appear skewed if we were to look at a more granular breakdown of data by each ethnicity. However, as we grow the team we hope we will have more data to work with and can build on this our first year of reporting.

Our results show the following:

Where it is positive, it is in favour of colleagues from ethnically diverse backgrounds, where it is negative, it is in favour of white colleagues.


Generally these results paint a positive picture, except for the Median figure for permanent staff, which is -12%. The reason for this is that, although we have a diverse Senior Management Team (SMT), there are more white staff in middle management roles which is impacting on the data. In order to address this we are looking at progression routes and our recruitment strategy, in line with our anti-racist commitments, to ensure we have ethnic diversity throughout the staff team.

Whilst many leading businesses already report on their ethnicity pay gap, we are one of the first in the arts and culture sector and we would welcome advice or a conversation with anyone else reporting on their Ethnicity Pay Gap about their learnings throughout the process.

We will report on our Ethnicity Pay Gap at the same time as our Gender Pay Gap in the future.

Calculating Mean and Median Pay
  • Calculating Mean Pay – this shows the difference in average hourly rate of pay between diverse employees and white employees.
  • Calculating Median Pay – imagine a picture where all our diverse employees stood next to each other in one line in order of lowest hourly rate of pay to highest and imagine the same picture where all our white employees did the same. The median ethnicity pay gap is the difference in pay between the employees in the middle of each line.