What's Happening?
Grant Thornton has announced the inclusion of class and disability pay gap data in its public reporting, alongside existing gender and ethnicity metrics. This move is part of the firm's ongoing commitment to equity and transparency within its UK operations.
The firm has been recognized for its leadership in social mobility, ranking highest among consultancies in the UK. The new data, based on a snapshot from April 2025, shows a narrowing of pay gaps across various demographics. The gender pay gap has decreased from 22% in 2022 to 11% in 2025, while the ethnicity pay gap has fallen from 14% to 10% over the same period. The class pay gap, reported for the first time, stands at 6.55%, and the disability pay gap is at 3%.
Why It's Important?
The expansion of pay gap reporting by Grant Thornton highlights the firm's commitment to addressing inequities in the workplace. By including class and disability in its reporting, the firm acknowledges the significant impact these factors have on employees' experiences and opportunities. This move could set a precedent for other firms, encouraging broader adoption of comprehensive pay gap reporting. The data provides a clearer picture of the challenges faced by marginalized groups and can drive targeted actions to improve representation and equity. This initiative aligns with global trends towards greater transparency and accountability in corporate practices, potentially influencing industry standards and public policy.
What's Next?
Grant Thornton's decision to publish class and disability pay gap data may prompt other firms to follow suit, leading to industry-wide changes in how pay equity is addressed. The firm plans to continue its efforts to narrow these gaps, focusing on increasing representation at senior levels. Stakeholders, including employees, clients, and regulators, will likely monitor the firm's progress closely. The data could also inform future diversity and inclusion strategies, helping to identify areas where further action is needed. As more companies adopt similar practices, there may be increased pressure on industries to address systemic inequities and improve workplace diversity.
