City Hall has hired consultants to draw up a new talent management strategy to boost the number of Black, Asian & Minority Ethnic (BAME) staff in senior roles and to help close the Greater London Authority’s ethnicity pay gap.
According to the organisation’s most recent audit, BAME staff earn an average of 11.4 per cent less than their white colleagues. Although this figure fell from 16 per cent in the previous year, Mayor Sadiq Khan has previously acknowledged that “there is more work to be done” to eliminate the gap.
To support the Mayor’s commitment to ensuring fair pay and opportunity for all employees, City Hall’s chief civil servant, Mary Harpley, has called in Deloitte to identify ways to support staff in progressing within the organisation.
Deloitte will work with the GLA to identify roles which are likely to become vacant “in the short to medium term,” and then “identify succession plans for these critical roles”.
Following this work, existing staff “will be assessed to identify whether they have the potential to fit into a succession pipeline”. It’s hoped that this will “help ensure the GLA’s workforce reflects London’s diversity at all levels, including senior leadership”.
The effectiveness of the new approach will be assessed and, if deemed successful, it could be expanded to include other under-represented groups.