Duncan ExleyDirector
www.equalitytrust.org.uk
twitter: @equalitytrust
FTSE 100: average pay (red area) compared to CEO pay (blue area)
What the average person thinks it should be
6:1
FTSE 100: average pay (red area) compared to CEO pay (blue area)
What the average person thinks it should be
6:1
What it actually is:
183:1
Health and Social Problems Worse in More Unequal Countries
Index of:
•Life expectancy•Maths & Literacy •Infant mortality•Homicides•Imprisonment•Teenage births •Trust•Obesity•Mental illness – incl. drug & alcohol addiction•Social mobility
Other impacts of inequality
Economic (Instability & crises, Debt, Inter-regional inequality, Decreased productivity, Deceased consumer spending-power).
Distrust of institutions (public, private, and voluntary sector).
Public AttitudesIpsos/Mori (August 2015): Inequality/poverty is 4th most important issue facing Britain.
82% of the public say “the gap between those with high incomes and those with low incomes” is “too large”(British Social Attitudes Survey, Released 2013)
Addressing inequality in procurement: why?
Pressure on internal pay and job security
False economy, especially for public-sector organisations
PR implications
Addressing inequality in procurement: paths to change
(from local authorities)
Addressing internal practices
Policy + structures +culture
Public statements of intent
Audit of effect
Inequality-reducing, performance-enhancing practices
“As if the whole workforce matters”
Some = probably beyond procurement• Moderating top pay, incentives, • Extending bonuses / profit sharing • employee role in decision-making• Limiting ratio between top & average pay • Training / progression plans
Low pay
Inequality-reduction: other factors
Spending
“Local industrial policy”
Policy objective
Addressing inequality Creating a culture
(from local authorities)
Stakeholder, experts, practitioners
Human story
Link impacts & actions
Business case
Duncan ExleyDirector
www.equalitytrust.org.uk
twitter: @equalitytrust