{"id":15159,"date":"2026-03-30T10:27:43","date_gmt":"2026-03-30T10:27:43","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=15159"},"modified":"2026-04-28T09:14:07","modified_gmt":"2026-04-28T09:14:07","slug":"gender-pay-gap-reporting-lessons-learned-and-what-comes-next","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/gender-pay-gap-reporting-lessons-learned-and-what-comes-next\/","title":{"rendered":"Gender pay gap reporting &#8211; lessons learned and what comes next"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<h2 class=\"wp-block-heading\">Pay gap reporting is about to get an important upgrade.<\/h2>\n\n\n\n<p class=\"\">Michelle Gyimah, pay gap strategist and founder of&nbsp;<a href=\"https:\/\/equalitypays.co\/\" target=\"_blank\" rel=\"noreferrer noopener\">Equality Pays<\/a>, joins the podcast to break down what the Employment Rights Act 2025 changes&nbsp;<em>really<\/em>&nbsp;mean &#8211; and how HR can get ahead of the likely next wave: ethnicity and disability pay gap reporting.<\/p>\n\n\n\n<p id=\"listen\" class=\"\">Listen now for actionable insights, expert analysis, and a look at what\u2019s next for HR strategy.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-rich is-provider-spotify wp-block-embed-spotify wp-embed-aspect-21-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe title=\"Spotify Embed: Gender pay gap reporting \u2013 lessons learned and what comes next\" style=\"border-radius: 12px\" width=\"100%\" height=\"152\" frameborder=\"0\" allowfullscreen allow=\"autoplay; clipboard-write; encrypted-media; fullscreen; picture-in-picture\" loading=\"lazy\" src=\"https:\/\/open.spotify.com\/embed\/episode\/5TuXMLaLgHtyU0qKLC1ywy?utm_source=oembed\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<details id=\"transcript\" class=\"wp-block-details has-secondary-blue-color has-text-color has-link-color has-medium-font-size wp-elements-d86610e8c722d281d8f249445dfbf37a is-layout-flow wp-block-details-is-layout-flow\"><summary>Read the transcript<\/summary>\n<p class=\"\"><strong>Robert Shore:<\/strong> Hello, and welcome to the Brightmine podcast, formerly known as the XpertHR podcast. Brightmine is a leading provider of people data, analytics and insight, offering employment law expertise, comprehensive HR resources and reward data to meet every HR and organisational challenge and opportunity. You can find us any time of the day or night at <a href=\"https:\/\/www.brightmine.com\">www.brightmine.com<\/a>.\u00a0\u00a0 \u00ad\u00ad\u00ad<\/p>\n\n\n\n<p class=\"\">Hello everyone. My name is Robert Shore, and today we\u2019re going to be talking about gender pay gap reporting \u2013 lessons learned and what comes next. To do this, I am delighted to be joined by Michelle Gyimah, who is a pay gap strategist and founder of Equality Pays, which is a pay gap strategy consultancy. I should also say that of course Brightmine has its own pay equity analytics tool, which simplifies gender pay gap reporting, making it easy for you to meet legal requirements and uncover the root causes of disparities.<\/p>\n\n\n\n<p class=\"\">Hi Michelle. Welcome to the podcast.<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> Hi Robert. Thank you for having me today.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And you\u2019re speaking to us from Valencia, aren\u2019t you?<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong>  Yes, I am.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And so I want to begin by getting you to tell us a little bit about your experience, and just tell us a little bit about your day-to-day experience and what you do.<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> I\u2019m the founder of Equality Pays, which is a pay gap strategy consultancy. And essentially what we do is we help organisations that are reporting on their pay gaps to make sense of what their data says. And we do that by helping them to create strategies and action plans that actually work for them, because a lot of organisations do go into panic mode when they look at the numbers, and there is a lot of misconception and misunderstanding, I would say, around what pay gaps are. And in our line of work we\u2019ve seen a lot of organisations make mistakes in what they decide to focus on. So we\u2019re here to really help organisations make sense of what their data is telling them about their organisation within their sector, so that they can take the metrics and the things that they need to focus on that\u2019s going to really work for the organisation and have the most impact that they\u2019re looking to make.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah. Because collecting data in relation to gender pay gap, for instance, this has become something that large organisations do year in, year out now, of course. But it is often, yes, what do you then do with that data and how do you create a good plan in order to make a difference? That\u2019s often the big challenge, isn\u2019t it?<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> Yeah. And then I guess the next challenge is, \u2018What does a good plan look like?\u2019 Because, you know, we\u2019ve seen instances of\u2026I don\u2019t want to say a lot of copying and pasting, but there\u2019s a lot of looking around to see what others are doing and then deciding, \u2018Oh, that sounds like a great strategy and let\u2019s just do that.\u2019 But because pay gap is so nuanced and there\u2019s going to be different reasons as to why an organisation has their pay gap, you know, that approach doesn\u2019t work. And it really boils down to having a good understanding of what your data is genuinely telling you about what\u2019s happening within the organisation.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah. So I think as we\u2019re discussing today, it would be great if we can sort of dig into a couple of really detailed or, you know, particular cases there to just sort of bring that out. But anyway, we\u2019re going to begin with the Employment Rights Act 2025, which is obviously a gamechanger for organisations in a variety of ways. There are some things in there that obviously bear on pay gap reporting. Obviously there\u2019s to do with creating action plans. How are you thinking about that and what are you telling organisations when they ask you about what the ERA is going to do?<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> Yeah. So I think probably for quite a lot of organisations this might feel like it\u2019s kind of come out of the blue, like the changes that are coming to gender pay gap reporting. But the reality is that there was always going to be some kind of review after the legislation had come into force after a number of years. And so for those of us that are in this space, this isn\u2019t surprising to see changes coming forward.<\/p>\n\n\n\n<p class=\"\">So I guess in terms of gender pay gap reporting there are kind of two areas that employers do need to be mindful of. And so one of them that you mentioned was around having equality action plans because a lot of organisations that have had to report on their gender pay gap data have done that but they haven\u2019t also had an action plan in place, or at the very least have published an action plan. I think when I was looking up some statistics around, you know, what the percentage looks like, a UK Government survey found that around 30% of organisations either published or intended to publish their gender action plans but only 16% planned to publish externally.<\/p>\n\n\n\n<p class=\"\">And so this new requirement is really another nudge for employers that it\u2019s not enough to just report on the data, because that in of itself is not the work, but it\u2019s what happens next. And so I guess it\u2019s a way of bringing much more accountability to organisations that they make a public statement around what it is that they\u2019re going to do that brings much more scrutiny, I guess, and hopefully will influence organisations to actually do the things that they say that they\u2019re going to do within their action plans.<\/p>\n\n\n\n<p class=\"\">So that\u2019s the first kind of change that\u2019s coming forward.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Michelle there, just to cut in for a second. With the\u2026possibility you should just give the timeline for this. At the moment I think the Government is saying it\u2019s going to be introduced in 2027, although there is no precise date. But I mean, are we presuming March, April next year?<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> I would say that that\u2019s looking likely. Like you said, there\u2019s nothing set in stone but the general consensus is that it\u2019s likely to be 2027. Having said that, that doesn\u2019t mean you have to wait until 2027 to start putting your action plans out there if you haven\u2019t already. But yes, that\u2019s looking like the date it\u2019s going to be compulsory.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Okay. And yes, the second then.<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> Yep. So the second aspect is around the inclusion of having menopause plans, so whether that is something that you have separately or it could be part of your equality action plan. And again, you know, when I\u2019ve spoken to organisations this has come as a bit of a surprise because I think a lot of organisations don\u2019t see the links between gender equality and issues around the gender pay gap and the menopause.<\/p>\n\n\n\n<p class=\"\">So over the last few years we have seen an explosion in terms of the focus and attention and conversations that are being had publicly about the issues that women face when they are going through the menopause, but particularly around this being something that needs to be talked about within the workplace. Because prior to these conversations they were always something that was very private, something that was taboo, seen as a health issue but a very individual, private health issue. But the reframing of the conversation has now become that yes, this is a health issue, but it\u2019s also a workplace issue too because there is a knock-on effect that employers need to be aware of.<\/p>\n\n\n\n<p class=\"\">So we know that the data tells us that women aged between 55 to 64, they make up 62.3% of the labour market, and is actually one of the fastest growing segments of the UK workforce. And so if we think about that high percentage of people within the workforce that are going to go through this change in their lives, there is naturally going to be a cost to employers when we think about the health indications and what happens. And that cost at the moment is estimated at 14 million working days lost, and that translates to \u00a31.8 billion annually lost in GDP because of, you know, having to navigate the physical and health changes that menopause brings \u2013 absences, sickness etc.<\/p>\n\n\n\n<p class=\"\">\u00a0So there is a link between what the gender pay gap tells us about what\u2019s happening within the UK workforce and what\u2019s happening to women as they\u2019re going through this life change.<\/p>\n\n\n\n<p class=\"\">And so what the Government has done has basically put the two together and said to employers, \u2018This is now on your radar, and there are things that you can do to support your staff who are going through this. And doing that will also help you with your gender pay gap, so here is what we expect you to do.\u2019 So it\u2019s around looking at creating menopause plans so that employers are mindful of how they can be supportive of people who are going through this within their workforce.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah. So I mean actually, since you say employers ask you about this, what explicitly is the impact of the menopause on pay gap? Just talk us through that.<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> Yeah. So the thing that springs to mind is the fact that, you know, as women age and progress in the workplace, you know, they\u2019re able to usually move into roles that have more responsibility, higher pay etc. But quite often \u2013 and obviously this depends on the individual and what\u2019s going on with them \u2013 that might clash with the time that they\u2019re approaching menopause. So then they\u2019re having to take, you know, time out of the workplace to kind of navigate the symptoms and, you know, address the issues that they might face.<\/p>\n\n\n\n<p class=\"\">And what we tend to see is women will either reduce their working hours or maybe leave the workplace altogether because it\u2019s just not feasible for them to navigate these health issues and navigate work as well.<\/p>\n\n\n\n<p class=\"\">And there\u2019s also an issue around employers just not understanding what these women are going through. And you know, there\u2019s potential for bias in terms of how they\u2019re treated, performance reviews etc., whether they\u2019re still considered for promotion, whether they\u2019re still considered to be able to handle the responsibility that they have, you know, at that time of life. And all of these things are impacting the gender pay gap. But I think what has happened is that they\u2019ve never been linked before, and so having this link means that employers do need to step back and have a look at, well what are their policies and what are their behaviours, and maybe how is how they\u2019re approaching, you know, women that are going through the menopause, how is that impacting, you know, what their pay gap figures are telling them about their organisation?<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah. And so when employers are approaching you about this, what sort of issues are you\u2026I mean, when you\u2019re looking at action plans with them, what sort of thing are you able to suggest that they\u2019re possibly not seeing immediately?<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> The biggest thing that I see with organisations that either have action plans that are not working or they don\u2019t have action plans at all, is not really understanding that so often a lot of the issues as to why they have the gender pay gap that they have is to do with career progression, or I should say the lack of career progression in terms of how it looks if women were to compare themselves to, say, men within the organisation or, if you were looking at ethnicity, how people from ethnic minority background would compare themselves to, you know, their white counterparts.<\/p>\n\n\n\n<p class=\"\">You know, we\u2019re still in this space where there\u2019s still this myth that the pay gap is simply just about pay. But the reality is that your pay is determined by what your career progression looks like. And so if there are career progression issues where there isn\u2019t equitable access to training or there is bias in deciding who gets promotions etc., then that\u2019s naturally going to have an impact on what your pay gap looks like.<\/p>\n\n\n\n<p class=\"\">So the whole career progression piece and whether it\u2019s equitable is, I would say, the biggest area in which I have to work with organisations to help them understand how they\u2019ve got to the position that they\u2019re in, and help them to understand just how much of the pay gap, you know, they can actually take responsibility for.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> When an organisation comes to you, you extract certain data. Or the data is collected. And it\u2019s how good you are then at an organisation is at looking at that data, isn\u2019t it, and making sense of it? And again, what sort of thing do you find yourself generally talking to organisations about that they don\u2019t automatically recognise for themselves?<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> Yeah. It\u2019s a good question, and I guess another way to look at that is to help them identify, you know, what are the kind of common mistakes that they\u2019re making in their approach to addressing the pay gap.<\/p>\n\n\n\n<p class=\"\">So the first one being\u2026is this issue of around just publishing the data. You know, I\u2019m still kind of surprised at the numbers of organisations that feel that publishing the data is enough, or even publishing an action plan is enough. Because the reality is that it isn\u2019t. You know, this has to be looked at as any other piece of work that you would do in an organisation. It has to have intention, it has to have backing, there has to be, you know, accountability. So I guess that\u2019s the kind of first area that organisations need to be really thinking about.<\/p>\n\n\n\n<p class=\"\">And the second is that this isn\u2019t just a HR problem to solve. And yes, the first point of contact for me is often the HR manager, HR director. But one of the problems that I see is that the rest of the organisation think that, \u2018Oh, pay gaps. Okay, this is just a HR problem. So they can be, you know, on the other side of the organisation sorting that out by themselves.\u2019 And the reality is that that\u2019s just not possible. Pay gaps are something very, very nuanced. It\u2019s the result of, you know, a thousand decisions that are made every day, every week, every month, every year within an organisation. And there are multiple touchpoints where pay gaps arise because of all of those decisions that multiple people, teams and departments make day in, day out.<\/p>\n\n\n\n<p class=\"\">So organisations do need to broaden their horizons and to really understand that, you know, pay gaps arise within the ecosystem of an organisation, which means it can\u2019t be the responsibility of just one person or just the HR team.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So I think one thing we\u2019re sort of pointing to here is that this extension of action plan publication under the ERA makes sense in terms of what we\u2019ve seen from how pay gap reporting has worked up to this point, in that it\u2019s sort of a natural extension or a natural underlining of what\u2019s necessary to make progress in this area. Does that seem right to you? \u2018Cause I mean, have you seen much progress across this past period? \u2018Cause I think you\u2019ve been involved with pay gap reporting from the beginning, haven\u2019t you?<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> Yes. But I guess in some ways it depends on what you define as progress. So some people would define progress as, you know, seeing pay gap percentages drop, whether that\u2019s within an organisation or a sector or nationally. And if you were to take that as a sign of progress then yes, but it\u2019s been slow.<\/p>\n\n\n\n<p class=\"\">The other way you could think of this is the concept of bringing this to national attention, this being a topic that is no longer taboo and that people can talk about, that individuals have access to this information and can make much more informed decisions. You know, we know that, for example, you know, Gen Z that\u2019s coming into the workplace, anything to do with fairness particularly around fair pay and lack of bias and discrimination, these things are hyper-important to them and they are more than happy to have conversations about this with current employers and potential employers.<\/p>\n\n\n\n<p class=\"\">\u00a0So if you were to think outside of the box in terms of not just looking at the dataset but looking at this much more holistically, then yes, you could say that there has been progress because the conversation has moved on from something that was very taboo to something that, you know, we can openly talk about on a podcast and nobody\u2019s going to bat an eyelid and think that it\u2019s strange.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> \u2018Cause I think actually \u2013 is this right? \u2013 that the pay gap narrowed in the period prior to the introduction of the actual legislation in 2017\/18 in a way that it sort of\u2026narrowed a bit since as well, but that actually it\u2019s about a generational shift as much as it is, or has been, about a generational shift as much as it\u2019s been about a legislative enforcement up to this point in some ways, that actually there is something that is just happening naturally as part of, you know, the times that we live in and how people have changed their mindset.<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> Exactly. And I think also the other thing that we need to remember is that legislation often comes, you know, after some societal shift has happened. So I guess, you know, like you say, this is something that probably would have been naturally evolving but legislation is now just kind of pushing it that bit further by getting employers to understand that this something that you have to comply with because this is the shift that we are seeing in society.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah. And we\u2019re not going to talk about this today, but the EU Pay Transparency Directive \u2013 and of course you\u2019re in Valencia and I know you are involved with this as well \u2013 is something that reflects that shift, isn\u2019t it? And this is going to apply in all EU member states and will have some knock-on implications for UK employers, whatever their relationship with EU workforces might be.<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> Yeah. That\u2019s a really good example of that relationship between legislation and societal change. I mean, the reality is, you know, we won\u2019t talk about it in great detail here, but the reality is that pay transparency is actually already here. But what this legislation is doing, it\u2019s finessing and focusing the attention of employers so that they know what it is that they need to do in order to meet the expectations that people today have when it comes to looking for jobs and staying in jobs and how pay decisions are made. But yeah, that\u2019s a great example of, you know, legislation and societal change, and how they kind of\u2026it\u2019s like a symbiotic relationship, as it were.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yes. What\u2019s the most common mistake you still see after all these years of pay gap reporting?<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> I would say that there were two. So the first one is that we are still in the space of feeling that whatever solutions we come up with to address pay gap problems, it\u2019s all about fixing people rather than addressing systems. And sometimes this is intentional and sometimes it isn\u2019t. So I\u2019ll explain what I mean.<\/p>\n\n\n\n<p class=\"\">So an organisation will look at their data and they will identify that, \u2018Okay, a big part of the reason as to why we have the pay gap we have is that we don\u2019t have very many women within senior leadership roles.\u2019 And so they\u2019ll start to think, \u2018Okay, so what can we do about that? How can we prepare women for these roles as and when they come up?\u2019 And an organisation will say, \u2018Okay, we need to send them on some leadership training.\u2019 And then what tends to happen is they\u2019ll send them on leadership training. They may even find some leadership training that\u2019s specifically geared towards women and they\u2019ll think, \u2018Great, this is even better.\u2019 But then the expectation is, is that those people will go to that training, they will learn how to fit into the system, they will learn what the expectations of them are, what skills are required. And then when a role comes up they will just nicely slot into that role.\u2019<\/p>\n\n\n\n<p class=\"\">Now, on the face of it you might think, \u2018Well yes, that makes sense. That\u2019s how, you know, training and upskilling works.\u2019 But there isn\u2019t any focus on taking a step back and asking the organisation, taking a step back and asking themselves, \u2018Is there any bias baked into our systems? You know, what are the real reasons? Or what are other reasons? So yes, we can train up people but is there something wrong with the system that we have?\u2019<\/p>\n\n\n\n<p class=\"\">So an example might be, \u2018Is there actually bias in our promotion system?\u2019 So it may not be that, you know, these women don\u2019t have the skill to be leaders, but it might be that our promotion system is really opaque. Or you know, there\u2019s no fairness, there\u2019s no objectivity or there\u2019s bias baked into it.<\/p>\n\n\n\n<p class=\"\">So we do need to move away from this idea that we have to focus on fixing people, or just training them in how to progress within the organisation, and to really focus on, \u2018Okay, well what do our systems look like? And are there areas where we\u2019re allowing bias to make the decisions and is that the thing that\u2019s impacting the gender pay gap?\u2019<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> That\u2019s really interesting. Let\u2019s move, though, to the second common mistake.<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> Yeah. So the second issue is around looking for quick solutions, I would say. So looking for solutions that include, for example, running and event or running a one-off training session. And I see this a lot. Organisations will say, \u2018Okay, well we\u2019re going to start running International Women\u2019s Day events.\u2019 Or, \u2018We\u2019re going to have a training session on, I don\u2019t know, negotiation or confidence.\u2019 You know, those types of things. In and of themselves that\u2019s fine. There\u2019s nothing wrong with them. But when they are the standalone solution to your pay gap problem then it becomes problematic because what that looks like, it looks like you\u2019re looking for a quick fix, something that looks good sounds good on paper. But the reality is that it doesn\u2019t have an impact on what\u2019s happening within your organisation. It doesn\u2019t have an impact on actually shifting the dial or the needle.<\/p>\n\n\n\n<p class=\"\">And to a certain extent I understand why organisations do want to have something done quickly. You know, we live in a world of wanting instant change. But we do have to be mindful that pay gaps is a deeply entrenched problem which requires multiple solutions over a longer period of time. So chasing those one-off sessions or those events that look good is just not going to have the impact that organisations are looking for.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>When you talk to an organisation who says, \u2018Well look, we\u2019ve done this day, this special training session,\u2019 or whatever, how do you get them to think about, you know, making that a more permanent or embedded kind of attitude shift?<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> Well the first question I always ask them is, \u2018What happened next?\u2019 You know, \u2018What was the impact?\u2019 Again, it feels like the focus is on doing that one thing and then be able to say that that was the work when it isn\u2019t. So getting people to evaluate, \u2018Okay, so what impact did it have?\u2019<\/p>\n\n\n\n<p class=\"\">And also helping them to understand, you know, \u2018Who else was involved in this?\u2019 And again, it\u2019s often just down to the HR team. So then, you know, my role is to kind of pull together how the pay gap works within the organisation and who the key influencers are and who the key players are, and then ask\u2026and get them to evaluate, \u2018So when you\u2019ve done these sessions, these one-off trainings, events etc., how has that been\u2026how has that impacted the other key players within the organisation?\u2019 And often the answer is that it hasn\u2019t made the difference. So it\u2019s about helping them to see that for themselves to then focus on, \u2018Okay, so what will make the difference? You know, where are the other touchpoints that you\u2019re not focusing on? Where are the metrics that you\u2019re not looking at? Who are the people who are not really brought into this conversation that do need to be brought into that conversation?\u2019 So it\u2019s all about getting them to kind of self-evaluate by asking the right kind of pertinent questions.<\/p>\n\n\n\n<p class=\"\">\u00a0I talk about the most common pay gap mistakes that I see organisations make quite a lot in my podcast. So if you go to Episode 18, and that\u2019s about the most common pay gap mistakes, I talk about what they are, and also provide some solutions as to what organisations should do instead. So if you go and listen, you might recognise some things that you\u2019ve done yourself, but there\u2019s also some advice around what you can do to change that so that you don\u2019t keep making the same mistakes.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> We are also expecting the introduction of ethnicity and disability pay gap reporting. I think there was an idea that it might have been in the Employment Rights Act or in the bill in the first place but it wasn\u2019t. The Government has said it\u2019s going to go forward with this. The timing remains unclear, however. What are the mistakes that we\u2019ve learned from gender pay gap reporting and how can they be applied in this new area?<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> The key mistake, I guess, that we hopefully have learned from gender pay gap reporting is that we have to be honest about what the data tells you about the organisation. And I think this is going to be even more important for ethnicity and disability pay gap reporting, mainly because collecting the data is going to be much more of a challenge. And so even for organisations who tell me, \u2018We don\u2019t have enough data so therefore we can\u2019t do anything about our pay gaps because we don\u2019t have enough data,\u2019 not having that data or having those data gaps, that in and of itself tells an honest story about your pay gap as well, especially because in this instance you\u2019re asking people to volunteer that information. And if people are not willing to do that, there\u2019s your current story. You know, it doesn\u2019t mean that you can sit back and say, \u2018Well, we only got a low return rate so we can\u2019t possibly do anything with these numbers.\u2019 You can do something with those numbers because the low return rate in and of itself is a story that you need to be exploring and delving into, \u2018Why is that the case? What\u2019s happening within the organisation that means X amount of people, or X percentage of people, don\u2019t want to share their data with us?\u2019<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah. So what are the common reasons for that?<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> The biggest reason is around a lack of trust. And I guess a lack of understanding as well. So trust being the biggest one. And often that has come from a place of maybe things that have happened in the past within the organisation. So whether there\u2019s been conflicts or problems and, you know, individuals will feel naturally nervous about being asked about this data, and they\u2019ll feel nervous about who gets sight of it, how can it be used, you know, what the purpose of collecting the data is. And so that, for me, is the thing that comes up time and time again on, you know, that real anxiety and uncertainty, and that real fear that if they were to provide this data it would somehow be used to their detriment, and that it would actually be much safer, you know, there\u2019d be a lot less anxiety and stress on the part of the employee, if they simply didn\u2019t give this data. Because they don\u2019t have to.<\/p>\n\n\n\n<p class=\"\">So that, for me, is the challenge that I see that employees have in providing this information to their employers.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah. So I mean, let\u2019s take a sort of example. There, say, we were talking about disability data, for instance, and low returns on that. Why might there be a sort of lack of trust in sort of being as open as possible about that or wanting to give data at all? What are sort of the common issues there?<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> There\u2019s several. One I would say is the fear of being judged, and especially if, you know, somebody does have a disability but they don\u2019t define themselves or view themselves as somebody who does, maybe because they have, you know, kind of have coping mechanisms, ways of navigating those issues, and they just don\u2019t see themselves as somebody who has a disability. Because unfortunately there is still a lot of negative connotations that come with it. So I think there is a huge thing around, you know, personal perception.<\/p>\n\n\n\n<p class=\"\">And then the other point is the fear of being judged and the fear of bias that might come with identifying the fact that, yes, you do have a disability and that you do need reasonable adjustments. You know, I know that I\u2019ve spoken to individuals who will talk about how hard they\u2019ve had to fight to get reasonable adjustments or how difficult it is to have a conversation with a manager around what it is that they need to be able to do their job effectively, and the feeling of being discriminated against and of being judged. And sometimes it\u2019s very overt and sometimes it\u2019s very covert.<\/p>\n\n\n\n<p class=\"\">So I think those two things are, I would say, the kind of biggest obstacles as to why people may not provide their data, as well as, you know, concerns about how the data\u2019s being used and who\u2019s going to use the data as well.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah. So presumably organisations have to be much clearer about how that is going to be used and who will have access to that data. You talked about building trust. What are the ways to build trust that you would recommend normally?<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> Yeah. That\u2019s a really big question and I guess it all depends on, you know, what the culture of the organisation is. And it also depends on the historical content. You know, so for example if you\u2019re an organisation that you see a high percentage of, you know, grievances and disciplinaries, and if you look at your data and you see it\u2019s disproportionately from people from ethnic minority backgrounds or people who have declared that they have a disability. And not having trust in the organisation, particularly if it\u2019s an organisation where there\u2019s been lots of grievances and disciplinaries, and when they\u2019ve looked at the data you can see it\u2019s disproportionately from people from ethnic minority backgrounds or people that have disabilities. You know, those organisations will have a lot of work to do to rebuild and regain that trust.<\/p>\n\n\n\n<p class=\"\">So what that looks like is going to be different for each organisation based on the historical context and the narrative, the relationships that they have had with their employees in the past.<\/p>\n\n\n\n<p class=\"\">But I would say on a wider note that this is going to be a challenging area for a lot of employers, and they need to be thinking about laying that groundwork and doing that work to build trust over time to try and improve the return rates if they want to seriously have data that looks robust so that they can make, you know, good decisions based on robust data.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah. And obviously it can\u2019t just be a HR problem, can it? Obviously you need leadership, senior leadership buy-in for all of this as well.<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> Yeah, 100%. I mean, given that 20-24% of working-age adults have a disability, and actually the likelihood is that that number\u2019s probably much higher because we\u2019ve got limited data, and the fact that as we age you\u2019re more likely to develop disabilities as well, you know, we\u2019re talking about a huge number of people. And I think it\u2019s unfair and unrealistic again to expect one team to be responsible for, you know, fixing all of the problems that come with that.<\/p>\n\n\n\n<p class=\"\">But I guess the question that organisations need to be asking themselves is, you know, \u2018What\u2019s in our policies, in our attitudes, and what are the physical barriers that we are putting in place that\u2019s making progression difficult for anybody who has or declares that they have a disability?\u2019 And if you were to look at the question like that, then it naturally is much, much more broader than just the HR team kind of sat in the corner, you know, of an organisation.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Absolutely. Right, so we\u2019re going to end with some tips, I think, Michelle, on preparing for the changes that we have upcoming at the moment. We\u2019ve been discussing gender pay gap and menopause action plans and obviously ethnicity and disability pay gap reporting as well. So what tips do you have?<\/p>\n\n\n\n<p class=\"\"><strong>Michelle Gyimah:<\/strong> Well, for me the first tip is to know and understand what your current positioning is. I know there are a lot of organisations that do have data but have not published, you know, particularly around ethnicity and disability because the numbers don\u2019t look great and they\u2019re quite fearful. And you know, I understand that to a certain extent. But you do have to have a good understanding of what your numbers are telling you, even if \u2013 and especially if, I should say \u2013 you\u2019ve got low return rates. Because like I said before, that still is telling in and of itself, and it gives you a platform to start from. It gives you a foundation to start work from.<\/p>\n\n\n\n<p class=\"\">The second thing I would say is around, you know, prepare for increased accountability. The scope of reporting is changing to include two new protected characteristics, but even with gender pay gap reporting what is expected of you has widened. You know, there\u2019s that big nudge for you to do more. And so as you produce more data, more information, that scrutiny is going to be there so you need to up-level what the accountability look like, so who\u2019s responsible for what, for when etc.<\/p>\n\n\n\n<p class=\"\">And then the last thing is not to be looking for quick fixes. I completely understand why it\u2019s comfortable to do that, why it\u2019s comfortable to look for things that will make you look good and make the optics great. But the point of reporting is to make an impact, and that takes time. So you\u2019re not going to see immediate results. You\u2019re not even going to see great positive results really quickly. But the thing that\u2019s important is that the actions that you\u2019re taking is about making sustainable change, making that sustainable impact.<\/p>\n\n\n\n<p class=\"\">And so if you can do those three things and have that mindset and attitude of those three things, that will help you to make better decisions, it will help you to not make rushed decisions, and it will also help you to grow as an organisation in terms of what you\u2019re doing and how you\u2019re communicating, both internally and externally on the actions that you are taking.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> I think that\u2019s a great tip on which to end. Michelle, thank you very much for joining us today.<\/p>\n\n\n\n<p class=\"\">We have, of course, lots of supporting materials on the Brightmine website, of course a pay equity analytics tool to help you with gender pay gap reporting.<\/p>\n\n\n\n<p class=\"\">Beyond that I just have to say, until next time.<\/p>\n<\/details>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"speakers\">Brightmine host<\/h2>\n\n\n\n<div class=\"wp-block-group alignwide is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/01\/17154338\/Robert_Shore-150x150.webp\" alt=\"Robert Shore, HR Market Insights Editor at Brightmine\" class=\"wp-image-10115\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Robert Shore<\/strong><br>HR Markets Insights Editor, Brightmine<\/p>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Guest speakers<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-full is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/01\/13144636\/speaker-avatar.webp\" alt=\"\" class=\"wp-image-14506\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Michelle Gyimah<\/strong><br>Founder and Pay Gap Strategist, Equality Pays<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-3 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-459ffb2a7b3dc338c93226d3be8270c8\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#listen\">Listen now<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-53b045a32da828cda288ce2a72946a2d\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#transcript\">Transcript<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-71518ad09f03d83428d3713a9cbb6f21\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#speakers\">Speakers<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organisation up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group lnrs-hide-block-on-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-ad1af2a0 wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-bottom:0\">\n<hr class=\"wp-block-separator has-text-color has-secondary-gray-color has-alpha-channel-opacity has-secondary-gray-background-color has-background\" style=\"margin-top:10px;margin-bottom:10px\"\/>\n\n\n\n<p class=\"\">Read more articles:<\/p>\n\n\n\n<div class=\"wp-block-query is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-ea1fff98 wp-block-post-template-is-layout-flow\"><li class=\"wp-block-post post-17639 resources type-resources status-publish has-post-thumbnail hentry category-c-and-i topic-employment-law-updates\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/employment-law-updates\/demystifying-eu-pay-transparency-directive-for-uk-employers\/\" target=\"_self\" >Demystifying the EU Pay Transparency Directive for UK employers<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-17224 resources type-resources status-publish has-post-thumbnail hentry category-podcasts topic-bullying-harassment\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/bullying-harassment\/2025-workplace-harassment-law-changes\/\" target=\"_self\" >Employment Rights Act 2025 harassment changes &#8211; a fresh perspective from the high seas<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-17126 resources type-resources status-publish has-post-thumbnail hentry category-whitepapers topic-pay-transparency\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/pay-transparency\/pay-transparency-is-now-a-strategic-risk-an-hr-leaders-action-plan\/\" target=\"_self\" >Pay transparency is now a strategic risk: An HR leader\u2019s action plan<\/a><\/h2>\n<\/li><\/ul><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4b7a3f7f wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-4ae7a0bc036fb18b0e69a17fa94cdba9 wp-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/reba-congress-2026\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/05\/15105216\/feature-image.jpg);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Events<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/reba-congress-2026\/\">Reba Congress 2026<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">REBA Congress brings together senior reward and HR leaders to address today\u2019s most pressing workforce challenges \u2014 from &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/disciplinary\/checklist-for-initial-settlement-discussion-during-performance-improvement-procedure\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/04\/11113243\/two-people-shaking-hands-during-office-meeting.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div 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outcome of stage 1 short-term sickness absence meeting<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">A stage 1 short\u2011term sickness absence meeting helps employers address attendance concerns early and set clear expectations going &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-0fd240ca wp-block-group-is-layout-constrained\" id=\"newsletter\" style=\"margin-top:0;margin-bottom:0;padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Sign up to receive expert HR insights from Brightmine<\/h2>\n\n\n\n<div class=\"wp-block-group 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of<\/option><option value=\"Iraq\">Iraq<\/option><option value=\"Ireland\">Ireland<\/option><option value=\"Isle of Man\">Isle of Man<\/option><option value=\"Israel\">Israel<\/option><option value=\"Italy\">Italy<\/option><option value=\"Jamaica\">Jamaica<\/option><option value=\"Japan\">Japan<\/option><option value=\"Jersey\">Jersey<\/option><option value=\"Jordan\">Jordan<\/option><option value=\"Kazakhstan\">Kazakhstan<\/option><option value=\"Kenya\">Kenya<\/option><option value=\"Kiribati\">Kiribati<\/option><option value=\"Korea, Democratic People&#039;s Republic of\">Korea, Democratic People&#039;s Republic of<\/option><option value=\"Korea, Republic of\">Korea, Republic of<\/option><option value=\"Kosovo\">Kosovo<\/option><option value=\"Kuwait\">Kuwait<\/option><option value=\"Kyrgyzstan\">Kyrgyzstan<\/option><option value=\"Lao People&#039;s Democratic Republic\">Lao People&#039;s Democratic Republic<\/option><option value=\"Latvia\">Latvia<\/option><option value=\"Lebanon\">Lebanon<\/option><option value=\"Lesotho\">Lesotho<\/option><option value=\"Liberia\">Liberia<\/option><option value=\"Libyan Arab Jamahiriya\">Libyan Arab Jamahiriya<\/option><option value=\"Liechtenstein\">Liechtenstein<\/option><option value=\"Lithuania\">Lithuania<\/option><option value=\"Luxembourg\">Luxembourg<\/option><option value=\"Macao\">Macao<\/option><option value=\"Macedonia, the former Yugoslav Republic\n    of\">Macedonia, the former Yugoslav Republic\n    of<\/option><option value=\"Madagascar\">Madagascar<\/option><option value=\"Malawi\">Malawi<\/option><option value=\"Malaysia\">Malaysia<\/option><option value=\"Maldives\">Maldives<\/option><option value=\"Mali\">Mali<\/option><option value=\"Malta\">Malta<\/option><option value=\"Marshall\n    Islands\">Marshall\n    Islands<\/option><option value=\"Martinique\">Martinique<\/option><option value=\"Mauritania\">Mauritania<\/option><option value=\"Mauritius\">Mauritius<\/option><option value=\"Mayotte\">Mayotte<\/option><option value=\"Mexico\">Mexico<\/option><option value=\"Micronesia\">Micronesia<\/option><option value=\"Moldova, Republic of\">Moldova, Republic of<\/option><option value=\"Monaco\">Monaco<\/option><option value=\"Mongolia\">Mongolia<\/option><option value=\"Montenegro\">Montenegro<\/option><option value=\"Montserrat\">Montserrat<\/option><option value=\"Morocco\">Morocco<\/option><option value=\"Mozambique\">Mozambique<\/option><option value=\"Myanmar\">Myanmar<\/option><option value=\"Namibia\">Namibia<\/option><option value=\"Nauru\">Nauru<\/option><option value=\"Nepal\">Nepal<\/option><option value=\"Netherlands\">Netherlands<\/option><option value=\"New Caledonia\">New Caledonia<\/option><option value=\"New Zealand\">New Zealand<\/option><option value=\"Nicaragua\">Nicaragua<\/option><option value=\"Niger\">Niger<\/option><option value=\"Nigeria\">Nigeria<\/option><option value=\"Niue\">Niue<\/option><option value=\"Norfolk Island\">Norfolk Island<\/option><option value=\"Northern Mariana Islands\">Northern Mariana Islands<\/option><option value=\"Norway\">Norway<\/option><option value=\"Oman\">Oman<\/option><option value=\"Pakistan\">Pakistan<\/option><option value=\"Palau\">Palau<\/option><option value=\"Palestinian Territory, Occupied\">Palestinian Territory, Occupied<\/option><option value=\"Panama\">Panama<\/option><option value=\"Papua New\n    Guinea\">Papua New\n    Guinea<\/option><option value=\"Paraguay\">Paraguay<\/option><option value=\"Peru\">Peru<\/option><option value=\"Philippines\">Philippines<\/option><option value=\"Pitcairn\">Pitcairn<\/option><option value=\"Poland\">Poland<\/option><option value=\"Portugal\">Portugal<\/option><option value=\"Puerto Rico\">Puerto Rico<\/option><option value=\"Qatar\">Qatar<\/option><option value=\"Reunion\">Reunion<\/option><option value=\"Romania\">Romania<\/option><option value=\"Russian Federation\">Russian Federation<\/option><option value=\"Rwanda\">Rwanda<\/option><option value=\"Saint Barth\u00e9lemy\">Saint Barth\u00e9lemy<\/option><option value=\"Saint Helena, Ascension and Tristan da Cunha\">Saint Helena, Ascension and Tristan da Cunha<\/option><option value=\"Saint\n    Kitts and Nevis\">Saint\n    Kitts and Nevis<\/option><option value=\"Saint Lucia\">Saint Lucia<\/option><option value=\"Saint Martin (French part)\">Saint Martin (French part)<\/option><option value=\"Saint Pierre\n    and Miquelon\">Saint Pierre\n    and Miquelon<\/option><option value=\"Saint Vincent and the Grenadines\">Saint Vincent and the Grenadines<\/option><option value=\"Samoa\">Samoa<\/option><option value=\"San Marino\">San Marino<\/option><option value=\"Sao\n    Tome and Principe\">Sao\n    Tome and Principe<\/option><option value=\"Saudi Arabia\">Saudi Arabia<\/option><option value=\"Senegal\">Senegal<\/option><option value=\"Serbia\">Serbia<\/option><option value=\"Seychelles\">Seychelles<\/option><option value=\"Sierra\n    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