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ITN sets out measures to reduce BAME pay gap

London-headquartered media company ITN has revealed that it will interview at least one black, Asian and other ethnic minority (BAME) candidate for every future open posting at the organization. The policy is ...
July 19, 2018

London-headquartered media company ITN has revealed that it will interview at least one black, Asian and other ethnic minority (BAME) candidate for every future open posting at the organization.

The policy is part of an attempt to reduce the pay gap between BAME employees and others after the company released its 2018 ITN BAME Pay Gap Report on Wednesday (July 18), which revealed that BAME staff were paid one-fifth lower (16.1%) on average than their colleagues.

“Clearly, this isn’t where we want to be and we believe that, in order to close the gap, we need to increase the number of BAME people working at all levels of ITN,” said ITN CEO John Hardie (pictured) in the report.

As a result of its findings, ITN has disclosed a range of measures and targets aimed at both increasing diversity. These initiatives include increasing the company’s workforce from a BAME background from its current 15% to 20%, while also cutting its BAME pay gap in half and ensuring the top 20% of earners are BAME employees by 2022.

To improve the diversity of ITN, the company has provided managers with unconscious bias training, created an apprenticeship scheme and set up a staff diversity and inclusion forum. They also appointed its first-ever diversity inclusion manager to oversee a program aimed at increasing the diversity of ITN’s workforce.

A BAME pay gap generally develops when there are more white employees than BAME employees sitting in the highest-paid roles in an organization. This imbalance in senior positions causes the average white person’s salary to be higher than the average BAME person’s salary, thus creating a pay gap.

“As one of the first media organizations to publish its BAME pay gap, ITN is committed to being a diverse and inclusive place to work,” said Hardie in a statement. “We have made positive progress in terms of BAME representation in recent years but we have more to do to get where we want to be.”

Under British law, companies are only required to report on their annual gender pay figures. ITN’s BAME pay gap findings have been published voluntarily.

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