Improving equality, diversity and inclusion starts with good data. Strong, reliable data allows organisations to identify discrepancies, tailor interventions, and measure whether their initiatives are working.

Westminster Insight’s timely EDI Data Reporting Conference provides expert guidance and practical advice, enabling organisations to strengthen their approach to data collection and reporting anddevelop an evidence-based EDI strategy.

Employers are facing increasing pressure to identify and address pay inequality issues across protected characteristics (e.g. race, disability, gender). The Employment Rights Bill will bring major reforms to gender pay pap reporting including requiring employers to develop Equality Action Plans. The draft Equality (Race and Disability) Bill proposes mandatory pay gap reporting on ethnicity and disability for large employers.

You will hear from business leaders, EDI experts, and data specialists, with best practice advice to help you understand and measure your pay gap, identify the causes, and create an action plan for your business.

Practical sessions will explore strategies to strengthen data collection, reporting,and analysis. We will cover the common challenges such as data privacy concerns, poor quality and missing data. You will hear how you can improve categorisation, enhance voluntary disclosure, and set clear expectations around workforce transparency.

You will learn how to use your data (both qualitative and quantitative) to improve EDI – identifying discrepancies and pay gaps, targeting and prioritising interventions, and evaluating how effective they have been.

Attend for networking, legislative updates, and real examples from leading organisations, to inform your decision-making and drive fairness in your workplace.

Key Points

• Measures in the Employment Rights Bill and the Equality (Race and Disability) Bill
• Strengthening EDI data collection frameworks to improve data accuracy, disclosure rates, and workforce insight across all protected characteristics
• Identifying and closing gender pay gaps through targeted action planning
• Encouraging workforce disclosure and understanding behavioural barriers that play a role in voluntary disclosure
• Using data to design targeted interventions for your organisation
• Using data to improve fairness in recruitment, retention, and progression
• Managing GDPR and privacy concerns
• Building trust with employees, regulators, and stakeholders through transparency
• Leveraging reporting insights to improve overall organisational performance

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