ELBA Demographics and pay gap data

ELBA is committed to publishing on an annual basis data about the protected characteristics of staff and our Board, and both gender and ethnicity pay gaps.

The data for the first year of publication – 2022 – is shown below. In future years we intend to show trend data.

We have a series of actions we are taking to try and reduce our pay gaps and to have diversity which reflects east London at all levels in the organisation.

Our Actions:

1. We have set a target to close both our Gender and Ethnic pay gaps by 2025.
2. We will measure our progress annually and publish the results on the ELBA website.
3. We will get beneath the surface of the pay gap data and identify if there are clusters at different levels in the organisation, or in different teams. From a better understanding of our data we will be able to take actions to narrow the gaps.
4. ELBA has an internal equalities group – ELBA Inclusion Group – set up at the instigation of the staff team and led by them. We will continue to encourage and support EIG and the action plans they develop.
5. All ELBA posts will openly advertised to encourage people from all backgrounds to apply. Only in rare or urgent circumstances will there be exceptions for business reasons.
6. We aim to have all our recruitment panels made up from the diversity of our staff team.
7. We will take targeted action, including training to assist progression where we can see there is under-representation at certain levels, or in certain job roles.