This is the fourth annual report by the group which began in 2018, it also revealed that the mean gender pay gap increased 0.55% from 2019 to 10.57% in 2020.
The gender and ethnicity data is provided on a voluntary basis, with its ethnicity pay gap based on those individuals who chose to disclose their ethnicity as at 5 April 2020, which represented 57% of ACCA’s UK population.
Helen Brand, chief executive of ACCA, stated that it was “encouraging” to see the median gender pay gap improve in comparison to last year.
She said: “Gathering this data and reporting on it aligns to our commitment to nine of the UN SDGs. Goal 5, Gender Equality and Goal 10, Reduced Inequalities particularly speak to aspects of diversity and inclusion and how we need to work together to address change.
“This work also aligns to our corporate value of inclusion. Looking ahead, while there’s still much to take forward, we’ve established a strong foundation to continue building towards a truly inclusive organisation for all ACCA people.”
Julie Hotchkiss, executive director – people, ACCA, added: “This broadening of our pay transparency reporting to include pay by ethnicity is a first step to creating meaningful and positive change around inclusion and diversity.
“Combined with an in-depth inclusion research report gauging members and future members’ views on inclusion and diversity, and the introduction of compulsory inclusion training for all our employees, we believe this year we’ve established a strong foundation to continue building towards a truly inclusive organisation for all ACCA’s people.”