Business in the Community Race at Work Webinar: Leadership

Race at Work survey A substantial quantitative survey into the working life of people in the UK Business in the Community race.bitc.org.uk

Race at Work Statistics Scotland 1,610 North East North West 1,969 Yorkshire and the Humber 1,517 East Midlands 1,410 West Midlands 1,769 East of England 1,486 London 6,388 South East 3,823 South West 2,162 Wales 893 Northern Ireland Black, Asian & Minority Ethnic7,270 Aged 45 and over10,954 Disability3,777 LGB1,622 Female13,357 Male11,096 Public Sector10,313 Private Sector12,072 Third Sector 1,334 Business in the Community

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Business in the Community Race at Work – 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. This finding was consistent across all age profiles of those surveyed.

Business in the Community Only a third (33%) of all employees know that their organisation has at least one senior leader and/or champion who actively promotes equality, diversity and fairness in their organization. Availability of Diversity & Inclusion Training: 1 in 2 employees (49%) report that all employees are offered training on equality, diversity and inclusion training within their organisation, and only 7% confirm that it is mandatory for managers. Creating culture change from the top?

Proportion of employees that say their organisation has at least one senior leader and/or champion who actively promotes equality, diversity and fairness – by sector See Figure 12 on Page 19 of RAW Report Business in the Community

BAME population by region Source: DfE Jan 2012 * Business in the Community

Existence of champions of equality, diversity and fairness by region Business in the Community

Reported existence of champions of equality by BAME and white respondents within regions Q.16. Does your organisation have at least one senior leader and/or champion who actively promotes equality, diversity and fairness? Data drawn from YouGov survey

Ethnic Group UK OVERALL 2012UK OVERALL 2015 Managers, Directors and Senior Officials (actual numbers) % of total Managers, Directors and Senior Officials Managers, Directors and Senior Officials (actual numbers) % of total Managers, Directors and Senior Officials All2,948,500- 3,150,200- White2,701, ,862, Mixed17, , Indian70, , Pakistani/Bangladeshi44, , Black37, , Other Ethnic Group74, , Total Ethnic Minority246, , Overall leadership in the UK 2012 and 2015 Business in the Community Source: APS Employment by Occupation (SOC 2010) ans ethnic group Oct 2011 – Sep 2012 and Jul 2014 – Jun 2015 ** Estimate and confidence interval not available since the group sample size is zero or disclosive 0-2)

Region 2012 Total (All) Managers, Directors and Senior Officials 2012 % of total Managers, Directors and Senior Officials who were BAME 2015 Total (All) Managers, Directors and Senior Officials 2015 % of total Managers, Directors and Senior Officials who were BAME East of England489, , East Midlands208, , London440, , North East90, , North West296, , Northern Ireland54,900** Scotland205, , South East489, , South West258, , Wales120, , West Midlands227, , Yorkshire & the Humber221, , BAME leadership by region 2012 and 2015 Business in the Community Source: APS Employment by Occupation (SOC 2010) ans ethnic group Oct 2011 – Sep 2012 and Jul 2014 – Jun 2015 ** Estimate and confidence interval not available since the group sample size is zero or disclosive 0-2)

Business in the Community Age and ethnicity BAME respondents to the survey are much more likely that white respondents to the survey to be younger (aged 18-34) and less likely to be older employees (55+) By ethnicity, Pakistani and Bangladeshi respondents are much more likely to be younger and very rarely aged over 55 years of age than respondents from any other ethnicity

Ethnic breakdown by age See Figure 3 on Page 10 of RAW report Business in the Community

Gender identity is the issue employees are least comfortable talking about - three in ten employees (29%) report that colleagues are comfortable talking about it Around four in ten employees say colleagues are comfortable talking about race in the workplace 42% of white employees report this compared with 34% of employees from a BAME background Discussing race at work Business in the Community

All BAME groups (68%) are significantly more likely to agree that professional networking is an important part of career progression when compared with white employees (48%). The open survey data amplifies this finding, with eight out of ten (80%) of employees from a BAME background reporting that networking is important for career progression, compared with seven out of ten white employees (71%). Professional networking

‘Yes’ ‘No’ ‘Not sure’ The availability of Diversity & Inclusion Training Business in the Community

Proportion of people by ethnicity who provided open ended comments on what leaders do to promote equality, diversity and fairness by region White BAME

Q. Do you have a champion? What do they do? Business in the Community “Establish staff networks. Arrange workshops. Monitor outcomes on recruitment, promotion and appraisal. Promote events e.g. Pride, Black History Month, International Women's Day. Promote diversity talent schemes and vacation placement schemes. Speak at conferences. Regular comms.” (London) “Paying attention to the issues and keeping it on the agenda. Insisting that all staff attend training. Allowing staff to attend support groups that are culturally, racially and orientation specific to individual and their well being.” (South East) “Ensure all barriers to engagement for all groups are removed.” (East Midlands) “speak at internal/external events, attend network group meetings, build external relationships for the benefit of the network, encourage junior colleagues to participate.” (North West) “Celebrate events of different cultures/religions. Provide Black/Minority Ethnic Support through mentoring and recruitment/interview training. Have a regular Staff Equality Group meeting.” (Northern Ireland) “Develops the D&I strategy and action plan. Monitors progress against business priorities and action plans. role models behaviours and challenges inappropriate ones. Supports employee networks. Provides advice and guidance on D&I issues.” (South West) Further responses by region see Appendix 1

Recommendations for Employers Recommendation 5 Senior leaders to recognise that racial harassment and bullying exists and take action to erase it from the workplace Recommendation 10 Executive team and board members to take personal commitment for bringing the issue of race inequality to the top table within their organisation Business in the Community

Additional resources There is a wealth of further research and insight, practical toolkits and best practice on our website. Race at Work ReportRace at Work Report – Full report and recommendations Senior Leaders: Benchmarking survey trends 2014: Progression and leadership Leadership and Cultural Identity Job description for Champions Job description for Champions – Roles and responsibilities Inclusive Leadership resources - Inclusive leaders and managersInclusive leaders and managers Leadership reflections Best Practice & Case Studies Employee Network Award – Private & Public Sector, Champion & Executive Sponsor Award Awards Showcase 2015 Awards Showcase 2014 Other Research: Race at the Top: A review of BAME leadership in the UKA review of BAME leadership in the UK Benchmark Trends – Strategy and Business CaseStrategy and Business Case

Business in the Community Thank You For further information go to

Appendix 1: Common Themes by Region

Theme: Networks, events and training View from London 24 “Diversity Networks (BAME, Women's Network, LBGT, etc....)” “Establish staff networks. Arrange workshops. Monitor outcomes on recruitment, promotion and appraisal. Promote events e.g. Pride, Black History Month, International Women's Day. Promote diversity talent schemes and vacation placement schemes. Speak at conferences. Regular comms.” “head networks, attend events” “Mandatory Training Courses and Networking Events.” “Promote the diversity networks” “Regular training and promotes awareness” “Sponsor networks, mentor junior staff, set targets, share good practice...”

Theme: Networks, events, meetings and training View from the South East 25 “Paying attention to the issues and keeping it on the agenda. Insisting that all staff attend training. Allowing staff to attend support groups that are culturally, racially and orientation specific to individual and their well being.” “Regular bulletins, blogs, meetings, briefings, etc.... Support for a wide range of training, events, etc.... Positive.” “Sponsor the delivery of equality awareness training, demonstrate the company values in relation to diversity.” “Various networks for peoples different religions, sexual orientation and ethnic background.” “Blogs, set up equality and diversity objectives for the organisation, networks, appointed Fairness and Equality Champions.”

Theme: Training, events, groups and networks View from the West Midlands 26 “Have equality groups and events e.g. black history month.” “Holds groups and distributes information. Is also a point of contact for anyone wanting to talk about discrimination at work.” “Set up staff guidance groups, update policies, monitor diversity and highlight actions.” “Mandatory training, newsletters, blogs, policy promotion, updates for staff via the work intranet, agenda items in team meetings, governing bodies reflect on these issues quarterly.” “They set up a Diversity and Inclusion policy and support networks.” “We have diversity networks, LBGT networks and a women's network - we're well supported.”

Theme: Training, events, groups, networks and support View from the South West 27 “Develops the D&I strategy and action plan. Monitors progress against business priorities and action plans. role models behaviours and challenges inappropriate ones. Supports employee networks. Provides advice and guidance on D&I issues.” “Generally awareness, support of minority organisations and groups within the organisation, and maintaining visibility of the issues.” “Lots of engagement, comms, events, talks.” “Promotes diversity networks, regularly attends events to promote equality and diversity, supports and sponsors the work of the Diversity and Inclusion team.” “Public support for Diversity and Inclusion activities, attendance at D&I events, personal membership of D&I networks, wearing the various promotional lanyards so that anyone can see they are supportive of our D&I networks.”

Theme: Training, events, groups and networks View from the North West 28 “Head and equality and diversity team. Promote equality and diversity networks and events. Provide equality and diversity support and information.” “Many diversity groups in the organisation. Diversity promotion events on a regular basis.” “strategies and policies, positive action initiatives related to gender, support for disabled employees, training and awareness raising events, support staff networks, transparent employment procedures.” “Sit on networks; deliver training in workplace; keep people informed of law, etc....” “speak at internal/external events, attend network group meetings, build external relationships for the benefit of the network, encourage junior colleagues to participate.”

Theme: Training, events, groups, networks and communications View from Yorkshire and the Humber 29 “Diversity events and communications across the organisation. Recruited Senior level diversity champions. Head up an across the board Equality group/forum.” “ s, events, mandatory training and opportunities to be involved in groups.” “organised training, and has set up a working party to promote diversity and inclusion through roadshows and newsletters.” “use of staff networks and comms to promote equality, various internal activities and initiatives throughout the year.” “Raise it at conferences and meetings at times or via s and training sessions.”

Theme: Information, training, events, groups and support View from the East of England 30 “A range of activities and information is made available. Brought up in all 121 meetings. Regular staff events..” “Offer training, information bulletins sent out, networks in place to share information.” “Information shared across the service to all employees regarding diversity issues, training and information. Information provided re support accessible and how to access it. In addition there are in team 'champions' who attend regular meetings and cascade all information within team meetings to all staff” “Set up groups for staff from minorities (ethnic and sexual-orientation) to network and support each other. These groups also give visibility of the minorities within the organisation. Promotes positive diversity messages throughout the organisation.” “Policies, encourage, support and promote staff networks, regular communications about what organisation is doing and opportunities to input to process.”

Theme: Communications, training, events, groups and support View from the East Midlands 31 “Communication; building and leading networks of champions.” “Regular refresher training, campaigns, extra training where personnel are not found to be compliant to the policy and where appropriate disciplinary action.” “Open door policy, Communication, increasing awareness and understanding, development opportunities, training, reasonable adjustments to level the playing field, inclusive culture” “awareness events, participation in national events, varied info on cultural events - participation, support & observation of different cultures festivals etc....” “Ensure all barriers to engagement for all groups are removed.”

Theme: Meetings, training, events and groups View from the North East 32 “attends forums, keeps up dated, shares information, discusses difference in supervision and team meetings.” “Facilitate meetings, make sure diversity is on the agenda.” “Each of our directors advocates for different groups. Each store has a diversity champion to promote the message in store and they are supported at a regional and zone level. EDI training is available to all champions. Also our store based training encompasses EDI as part of customer service.” “The Champion the work of Staff Networks, mentor people from different backgrounds, provide a voice for groups.” “Hold regular meetings/events. promote D&I week through internal websites.”

Theme: Training, events, groups, intranet and communications View from Wales 33 “Hold discussions sessions, training and awareness conferences, provides visible role models at senior level.” “intranet articles, groups, meetings.” “Organising events, speaking at management meeting, issuing news letters and ensuring training has been undertaken.” “Organise promotional activities; ensure all staff and onsite contractors trained; share information via intranet.” “Chair Equality Committee, communicate regularly e.g. blogs, speak at diversity events.”

Theme: Training, events, groups, networks and s View from Scotland 34 “A presentation is included in the new hire training and networking events are organised.” “Develop/lead initiatives, advise, coordinate training.” “diversity groups within the organisation and the various networks.” “Key focus of senior leaders, provision of a range of training courses addressing D&I issues, networks set up to support minority groups.” “Chair Equality Committee, communicate regularly e.g. blogs, speak at diversity events.” “send out s about it, tell us about events, have it written below their signature on s”

Theme: Training, policy, events and courses View from Northern Ireland 35 “Organising and delivering awareness training, working with VCS contacts on special events,. ensuring that equality, diversity and fairness is considered during policy development.” “Celebrate events of different cultures/religions. Provide Black/Minority Ethnic Support through mentoring and recruitment/interview training. Have a regular Staff Equality Group meeting.” “Enforce the compulsory training & push out communications/posters/etc. about the importance of E&D..” “Ensure courses are ran and attended.” “organised training courses on all aspects of equality, diversity & fairness”