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Contents
Foreword 03
Introductions and main findings 04
Mind the gap 05
Mixed picture across sectors, regions and gender 06
Is there a specific black British issue? 08
Positive signs of change 09
Regional landscape 10
Trouble at the top 11
Credit crunched? 12
Conclusion 12
Recommendations 13
Contact us 14
Sandra Kerr
National Director of the Race for Opportunity
campaign, Business in the Community
1will never
National Statistics (ONS) in order to analyse the changes
in ethnic minority populations, both in terms of total On current trends, ethnic minorities in management
numbers and in the number achieving management be in line with their representation in the
positions and particularly senior-level jobs. It then broke overall population
the data down by region, gender, ethnic group and
2
occupation to give an overall picture of the successes
- and obstacles - on the path to management. By The number of black, Asian and ethnic minority
going back to 2000 the report also reveals how much workers making it to the highest levels of management
progress has been made over time and whether the rate - the boardroom - is very small and in some cases too
of change has increased or slowed down. The results small to analyse
reveal both successes and failures in equal measure and
3
highlight the areas where government and employers
have made progress and others where more work is In an increasingly diverse society this shortfall is
urgently required if Britain is to establish a genuinely not only morally wrong but a self-inflicted wound by
fair society. companies that waste management potential
4
The purpose of the exercise was to understand how well
represented ethnic minorities from different ethnicity Policymakers and employers must be on guard to
groups were in the workplace and particularly within ensure that the current recession does not lead to a
management of British companies and organisations. reversal of the progress that has been made.
The research paints a detailed picture of the successes The last time the UK came close to recession, there was
and barriers to success for BAME workers seeking a noticeable slowdown in the growth in BAME managers.
management positions.
There is certainly no shortage of laws and initiatives by government and other organisations aimed at
eliminating discrimination against ethnic minority workers and at assisting their rise to an equal status in
society with their white colleagues. Since 2000, the government has strengthened the 1974 Race Relations
Act to achieve those two goals. It has also established a number of initiatives including the Ethnic Minority
and Employment Taskforce and the Race Equality and Diversity Action Plan. At the same time it has funded a
host of initiatives such as Ethnic Minority Outreach, Specialist Employment Advisers and the Ethnic Minority
Flexible Fund, which all focused on providing employment and overcoming barriers to work. This programme of
initiatives culminated in December 2008 with the inclusion in the Queen’s Speech of an Equality Bill to simplify
and modernise discrimination law.
16%
14% 15.2%
14.5%
13.8%
12% 13.2%
12.5%
11.9%
11.4% 11.2%
10% 10.8%
10.3% 10.6%
9.9% 9.9%
9.3% 9.3%
8% 8.8% 8.7%
8.1% 8.4% 8.2%
7.3% 7.6% 7.7%
6% 6.8% 7.2%
6.0% 6.1% 6.4%
5.2% 5.6%
4% 4.9%
4.4%
2%
0%
2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015
(E) (E) (E) (E) (E) (E) (E) (E)
% of BAME in UK population % of BAME in UK management
Source: Labour Force Surveys 2000-2007
CAGR for the period 2000 to 2007 has been used to project the listed categories up until 2012 to
estimate the percentage of BAME as part of the population vs. BAME in management positions.
This analysis is intended to provide a very rough indication of how the BAME population in the UK 1 The Sex and Power 2008 report by the Commission for Equalities and Human Rights (CEHR)
may fare in terms of representation in management positions found that the gap between the sexes would close – albeit in 73 years’ time in the case of senior
business directorships
BAME share = percentage of total BAME population in management positions in the UK2
06 I Race for Opportunity (RfO) | Race to the top Ethnic groups CAGR – 2000-07 %
(compound annual growth rates)
Public Sector – Civil Service
The Civil Service is committed to improving the or who have a disability, or are from specific minority
delivery of services for everyone in society by building ethnic backgrounds and who aspire to join the SCS.
a workforce which reflects the communities it serves.
The current Leaders UnLtd programme replaces
A partnership between the Cabinet Office and the original Civil Service ‘Pathways’ leadership
the National School of Government led to the development scheme which was launched in 2002 to
establishment of a leadership development scheme for address race inequality at senior management level.
underrepresented groups in the Senior Civil Service This earlier scheme provided minority staff with the
(SCS). The programme named ‘Leaders UnLtd’ is tools and experience required to prepare them for
a positive action initiative open to Grade 6/7 (or competing for SCS positions.
equivalent) UK civil servants who are either women,
0%
2001 2002 2003 2004 2005 2006 2007
Black pop share
Black mgt share
3 The recent publication of the Black Power List, in September 2008, which some of Britain’s
Other pop share most influential black people
Other mgt share 4 “Other ethnic” subgroup includes people from Algeria, Egypt, Iran, Japan, Libya, Mauritius,
Morocco, the Philippines, Thailand and Vietnam
Pop share = share of total BAME population
5 A 2005 report by REACH, an independent body commissioned by the Government, highlighted
Mgt share = share of BAME management population the barriers that are preventing some black boys from fulfilling their full potential. The group said
that if more black boys and men overcame these barriers, it could benefit the economy by £24bn
over the next 50 years
Figure 6:
BAME shares of employed population,
management and supervisors
10%
9.0
8.5
8% 7.9
7.3 7.4
6.7 7.0 6.8
6.3 6.7 6.5 6.4
6.2 6.0 6.1 6.1
6% 5.7 5.6
5.4 5.3 5.2
4.9 4.8
4.4
4%
2%
0%
2000 2001 2002 2003 2004 2005 2006 2007
BAME Employed population BAME in Management
BAME in Foreman or Supervisor positions
Source: Labour Force Survey, 2000-2007
6 The Race for Opportunity Benchmark, published June 2008, measures and shares members progress across key areas
The Government must make race an issue in its n Setting public targets and monitoring and measuring
employment agenda and campaigns, just as it has done progress in an accountable and visible way;
for gender. Until it acknowledges the existence of race
we will not achieve race equality. To achieve this it must: n Taking positive action such as organising workplace
mentoring, supporting employee networks and
n Promote positive action to speed up progress of ethnic establishing links with the community to provide positive
minorities in a way that both gives clarity to employers role models; and
and does not stoke up accusations of unfair treatment
against the white population; n Ensuring BAME workers can see clearly how they
can progress within an organisation, ensuring the
n Invest in targeted projects to promote the progression talent pipeline is representative of the workforce and
of BAME people into leadership positions; community. There can be no more ‘old school tie’ or
‘one of us’.
n Ensure that the achievements - working class whites
and ethnic minorities - are recognised across the
curriculum; and
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