Business in the Community, Race at the Top (2014) Business in the Community, Race at Work (2015) Equality, Diversity and Racism in the Workplace

Size: px

Start display at page:

Download "Business in the Community, Race at the Top (2014) Business in the Community, Race at Work (2015) Equality, Diversity and Racism in the Workplace"

Lenard Smith
6 years ago
Views:

1 , Race at the Top (2014), Race at Work (2015) Equality, Diversity and Racism in the Workplace (2016) McGregor-Smith Review, Race in the Workplace (2017) Sandra Kerr OBE, Race Equality Director

2 , Race at the Top (2014) s Race Equality Campaign is committed to improving employment opportunities for ethnic minorities across the UK. It is the only race diversity campaign that has access to and influence over the leaders of the UK's best known organisations. Our campaign aims: Increase diverse leadership on boards and at senior level Increase diverse representation and progression in the workplace Ensure all recruitment processes are free from racial bias 1 in16 on boards 1 in 8 of working age 1 in 4 in primary and secondary school

3 View info graphic online

4 Race at Work survey (2015) A substantial quantitative survey into the working life of people in the UK

5 Diversity Matters - McKinsey

6 Ethnic breakdown by age See Figure 3 on Page 10 of RAW report BAME 35% 53% 12% White 20% 50% 30% Mixed race 40% 46% 13% Indian 33% 55% 12% Pakistani 51% 46% 3% Bangladeshi 48% 52% 0% Chinese 37% 50% 13% Other Asian 34% 53% 13% Black African 29% 59% 12% Black Caribbean 21% 65% 14% Other Black 24% 54% 22% Other Ethnic 24% 58% 18%

7 Race at Work (2015) Key Findings UK workplaces might be comfortable talking about age and gender, but are less comfortable talking about race It is clear employers need to have more confidence to address the issue of race at work and aim to understand how it has an impact on the individual and their opportunity to reach their full potential Huge appetite for progression and fast track opportunities Bullying and harassment is prevalent Lack of role models in the workplace There is a demand for mentors and sponsors

8 It is important to me that I progress in my career See Figure 16 on Page 27 of RAW report White (n=2,891) 41% BAME (n=2,935) Mixed race (749) Indian (n=605) Pakistani (n=203) Bangladeshi (n=88) Chinese (n=317) Other Asian (n=165) 64% 61% 65% 66% 59% 57% 63% Black African (n=326) 83% Black Caribbean Other Black (n=36) 60% 64% Other Ethnic (n=141) 53%

9 Progression: introduce KPIs to monitor progress Race at Work finding is that progression important to BAME employees and huge appetite for the fast track, however consistent benchmarking trends from : BAME employees less likely to receive one of the top two performance markings. BAME employees less likely to be identified as high potential. BAME employees less like to be put on management training.

10 Race at Work -The University of Manchester Report (2016)

12 Action for leaders: KPIs/Performance objectives A Toolkit for employers on Diversity Objectives and Performance Management already produced for members. Action under development Toolkit for employers on KPIs and Targets is under development. We are currently working on SMART objectives for race equality that all employers could adopt to make a collective impact and progress: Leadership Progression Recruitment

13 All agreeing with the following statements on mentors Having access to a mentor helps me achieve what I want 60% 68% My mentor actively supports me within the organisation My mentor actively tells me about opportunities for development that are relevant to my career aspirations 51% White (n=375) 67% 70% 65% BAME (n=856)

14 Race in the Workplace Recommendation (2017) A list of the top 100 BME employers in the UK: should establish a top 100 BME employers list to identify the best employers in terms of diversity. NOW OPEN! Deadline 2 June

15 Best 100 Employer Format: 3 Sec5ons Section 1 Section 2 Section 3 Sector Workforce Profile 31 Tick box question set (Y/N) Two quotes: Leader Network chair Free text box Mandatory case study [700 words] Option to enter case study for awards Option to submit second case study for awards 0% 70% 30%

16 Findings from the Harvard Implicit Association Tests (IAT) 2013 Reasons given by respondent for why they took the race test % C hoose a c ategory Age Work School Recommendation News/literature Websearch/other Gender Race 21% 22% 20% 31% 7% S exuality

17 How should employers refer to people from a BAME background?

18 THANK YOU For further information on participation in Best 100 Employers for Race go to

Race at Work Executive Summary. Created with the support of:

Race at Work Executive Summary. Created with the support of: Race at Work 2015 Executive Summary Created with the support of: Foreword Sandra Kerr, Race Equality Director, Business in the Community A year ago, I was fortunate enough to access the results of 2.5