1. Business in the Community Race Equality Campaign

2. 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

3. Race at Work Statistics
Black, Asian & Minority Ethnic
7,270
Aged 45 and over
10,954
Disability
3,777
LGB
1,622
Public Sector
10,313
Private Sector
12,072
Third Sector
1,334
Female
13,357
Male
11,096
Scotland
1,610
North East
Northern Ireland
916
Yorkshire and
the Humber
470
North West
1,969
East Midlands
1,410
1,517
West Midlands
1,769
East of England
1,486
London
Wales
893
South West
2,162
6,388
South East
3,823
Business in the Community

4. the results of 2.5 million online bias tests from Project Implicit that had been conducted globally over 10 years. I was surprised to learn that people in the UK were three times more likely to take the racial bias test than any other – over age, gender or sexuality. Digging deeper into the data, we found that individuals from all ethnicities were taking this particular test not because their employer asked them to, but because of what they were reading in the media

5. 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.

6. Creating culture change from the top?
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.

7. See Figure 12 on Page 19 of RAW Report
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
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8. BAME population by region
Source: DfE Jan 2012 *
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9. Existence of champions of equality, diversity and fairness by region
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10. Reported existence of champions of equality by BAME and White respondents within regions
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11. Overall leadership in the UK 2012 and 2015
Ethnic Group
UK OVERALL 2012
UK OVERALL 2015
Managers,
Directors and
Senior Officials
(actual numbers)
% of total Managers,
Directors and Senior
Officials
% of total
All
2,948,500 -
3,150,200
White
2,701,800
91.6
2,862,800
90.8
Mixed
17,400
0.5
23,000
0.7
Indian
70,900
2.4
86,700
2.7
Pakistani/Bangladeshi
44,400
1.5
55,100
1.7
Black
37,900
1.2
42,800
1.3
Other Ethnic Group
74,000
2.5
77,200
Total Ethnic Minority
246,700
8.3
287,400
9.1
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

12. BAME Leadership by region 2012 and 2015
Total (All)
Managers,
Directors
and Senior
Officials
% of total
Directors and
Senior Officials
who were BAME
2015
Senior
East of England
489,600
6.0
313,400
4.5
East Midlands
208,300
5.5
225,800
6.6
London
440,900
26.4
496,700
26.7
North East
90,800
4.4
99,100
4.1
North West
296,500
314,200
7.8
Northern Ireland
54,900 **
Scotland
205,500
3.4
226,000
South East
517,700
South West
258,200
2.5
300,900
3.5
Wales
120,200
2.1
129,100
2.8
West Midlands
227,600
9.0
245,200
10.2
Yorkshire & the Humber
221,600
227,200
7.4
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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)

13. 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
White and Black Caribbean groups in Race at Work are on a similar age profile whereas the mixed race group is much younger. However, more than a third of each of these groups does not believe that managers treat people equally in terms of progression  
This reiterates the need for employers to analyse their workforce data by multiple factors such as age and ethnicity, and not in isolation.

14. Ethnic Breakdown by Age See Figure 3 on Page 10 of RAW report
When employers thinking about aging workforces and multigenerational workplaces they also need to be aware of the demographic shift by ethnic background. Note the Pakistani, Bangladeshi and Mixed race group are more likely to be aged between than any other group. Emploeyers should bear this in mind when thinking about attracting talent into the pipeline for the future.
McKinsey's Diversity Matters report shows that organisations with racially diverse senior teams experience 35% greater financial returns. For employers to achieve diversity at senior levels, they must review the gaps in their workforce demographics and action plan for change. This also requires understanding of the changing demographic of their customers, communities, clients and service users.
Diversity Matters, McKinsey & Company, February 2015.
The Census Years – infographic of changes in BAME populations across the UK, Business in the Community, March 2013.
Business in the Community

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

16. Professional Networking
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%).

17. The availability of Diversity & Inclusion Training
‘Yes’
‘No’
‘Not sure’
A quarter of employees work in an
organisation that does not offer
equality, diversity & inclusion training
Business in the Community

18. Proportion of people by ethnicity who provided open ended comments on what leaders do to promote equality, diversity and fairness by region
White BAME
REGION WHITE % WHITE No. BAME % BAME No.
East Midlands 18% % 83
East of England 21% % 79
London 27% % 801
North East 22% % 33
North West 20% % 100
Northern Ireland 15% 65 28% 11
Scotland 16% % 45
South East 22% % 216
South West 21% % 83
Wales 18% % 27
West Midlands 20% % 116
Yorkshire and the Humber 22% % 91
Sandra the number of people who responded need to be added to this bar chart as with the others. YouGov to provide .
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19. Regional quotes slide
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20. Recommendations for Employers
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

21. Thank You For further information go to http://race.bitc.org.uk