Chinese workers in the UK paid highest hourly wage
Figures from yesterday (9th July 2019) revealed that Chinese employees earn, on average, a higher hourly wage than White British employees. However, Bangladeshi workers received the lowest median hourly pay.
In a report published by Office for National Statistics (ONS), it was reported that in 2018, Chinese employees were earning up to 30 per cent more than White British workers.
Still, workers from a Bangladeshi background were earning a fifth less than the average White British employee last year. An average Bangladeshi worker earned £9.60 an hour in comparison to the average White British person’s salary of £12.03 an hour.
This trend continued when analysing the percentage of workers in each wage quartile. Bangladeshi workers had the highest percentage of workers (40 per cent) earning the lowest amount of wages per hour and the least amount of employees earning within the highest quartile (13 per cent).
A quarter (25 per cent) of White British workers were categorised into quartile one (the lowest wage bracket) whilst around 22 per cent fell under the highest quartile.
The results of the ethnicity pay gap did vary significantly when considering more specific factors such as education level, gender, age, job location and country of birth.
Despite the report stating that Chinese employees earn more than White British workers, the report from ONS reports an ethnicity pay gap when birth place is accounted for.
It states that non-UK born Chinese workers are estimated to earn five per cent less than their White British counterparts and 10 per cent less than UK-born Chinese employees. This pay gap increases to almost 27 per cent for non-UK born Bangladeshi workers when compared to White UK workers..
Due to these findings , HRreview decided to reach out to some professionals who deal with the issue of diversity in order to find out solutions to remedy the ethnicity pay gap problem.
Professor Binna Kandola, author of ‘Racism at Work: The Danger of Indifference’ and senior partner at Pearn Kandola, a workplace psychology consultancy, said:
Read the full article on HR Review.