Capturing Ethnicity Data - Business in the Community

Capturing Ethnicity Data

Three factsheets to help organisations take action on capturing ethnicity data, a crucial first step towards ethnicity pay gap reporting.

Business in the Community’s (BITC) Race at Work Charter has five calls to action*. These three factsheets support action two: Capture ethnicity data and publicise progress. Capturing ethnicity data is important to establishing a baseline and measuring progress. It is also a crucial step towards an organisation being able to report on its ethnicity pay gap.

Factsheet one: 10 reasons to monitor ethnicity

This document lists ten reasons for capturing ethnicity data that you can use to make the case for action within your organisation.

Factsheet two: What should employers monitor in terms of ethnicity?

You want to be confident that you understand the ethnic composition of your workforce, to
take advantage of the benefits that a diverse workforce offers both the employee and the organisation. So ideally you should monitor ethnicity and use the data to ask and answer a range of questions at every stage of the employment cycle.

Factsheet three: Five steps to a successful monitoring programme

The focus of this factsheet is the practical things that you need to consider when you start capturing the ethnicity data of your workforce or improve the response rate and quality of the data about your workforce that you may already hold.

About the Race at Work Charter

The Race At Work Charter builds on the work of work of the 2017 McGregor-Smith Review, Race in the workplace. The review found that people from black, Asian and minority ethnic (BAME) backgrounds were underemployed, underpromoted and under-represented at senior levels. That review concluded that ‘the time for talking is over. The time to act is now.’ BITC launched the Race at Work Charter to support businesses to take action.

The Race at Work Charter contains seven calls to action*:

  1. Appoint an executive sponsor for race.
  2. Capture ethnicity data and publicise progress.
  3. Commit at board level to zero tolerance of harassment and bullying.
  4. Making equality in the workplace the responsibility of all leaders and managers.
  5. Take action that supports ethnic minority career progression.
  6. Support inclusion allies in the workplace
  7. Include Black, Asian, Mixed Race and other ethnically diverse-led enterprise owners in supply chains

* In October 2021 two additional commitments were added to the Race at Work Charter: Support race inclusion allies in the workplace and; Include Black, Asian, Mixed Race and other ethnically diverse-led enterprise owners in supply chains. Find out more about the Race at Work Charter.