First-of-its-kind report reveals deep inequalities; council urges employers to act
Ealing Council has become the first borough in west London to publish detailed research into the ethnicity pay gap, shining a spotlight on how race and background continue to shape income, employment, and education outcomes for local residents.
The study, produced in partnership with the University of West London and prompted by recommendations from the Ealing Race Equality Commission, reveals that ethnic minorities in the borough earn significantly less than their white counterparts and face higher levels of income and educational deprivation.
The research marks a bold step towards transparency and action, with the council calling on more local employers to publish their own ethnicity pay data in order to build a fuller picture of inequality and target solutions more effectively.
“Understanding and tackling the ethnicity pay gap is good for our residents and good for our businesses,” said Councillor Kamaljit Nagpal, cabinet member for decent living incomes. “This research is intended to be a shared evidence base that other employers can use to drive change.”
The Cost of Inequality
The report reveals that eight ethnic groups in Ealing — including Asian British Bangladeshi, Pakistani, Indian and Other, Black British African, Caribbean and Other, and Mixed White-Black Caribbean residents — are linked with lower household incomes. In neighbourhoods with larger Black British African or Asian British Indian populations, income deprivation is particularly pronounced. These same communities also face higher barriers in employment and education.
With more than 160 languages spoken and large diaspora communities, Ealing is one of the UK’s most diverse boroughs. It is home to the largest Polish, Afghan and Serbian populations in the country, as well as significant Japanese, Iranian, and Arab communities. Yet the benefits of Ealing’s diversity are not evenly shared when it comes to economic opportunity.
The research defines the ethnicity pay gap as the difference in average hourly earnings between ethnic groups. While national legislation does not currently require employers to publish such data, a new Equality (Race and Disability) Bill would make it mandatory for businesses with over 250 staff — though this leaves out the borough’s many small and medium-sized enterprises, which make up more than 99% of its economy.
Action Already Underway
Despite the lack of a legal requirement, Ealing Council has already taken proactive measures. Its Learn Ealing programme has supported nearly 1,400 residents from ethnic minorities to complete training and qualifications over the past two academic years. Furthermore, as west London’s first accredited London Living Wage Place, the council has helped secure pay rises for nearly 1,000 local workers — many of them from minority backgrounds who are overrepresented in low-paid sectors.
“Our jobs and skills strategy sets out how we will create more inclusive pathways for our residents to access good, well-paid jobs,” said Councillor Nagpal. “But we know more needs to be done to ensure pay is equitable for all ethnic groups.”
The council is now offering support to local employers interested in publishing their own ethnicity pay gap reports. By doing so, businesses not only demonstrate their commitment to fairness and diversity but also contribute valuable data that can inform broader borough-wide strategies.
A Call to Employers
Ealing Council is encouraging businesses of all sizes to assess their pay structures and share their data — even those below the 250-employee threshold. The council says it is ready to support companies through the process, offering practical guidance and assistance.
Publishing this data, the council argues, can boost employee morale, build trust, and help close the gaps that hold back economic progress. Interested employers are encouraged to contact invest@ealing.gov.uk for support.
The wider hope is that Ealing’s approach will become a blueprint for other local authorities across the capital and beyond, as policymakers and employers seek to tackle inequality at its root.
“Pay disparity rooted in ethnicity is an issue we must confront collectively,” said Councillor Nagpal. “This research is just the beginning. It’s now up to all of us — councils, businesses, and communities — to turn insight into action.”
