1. www.bitc.org.uk Mentoring support slides – Extracts from RfO Race to Progress research June 2011

2. www.bitc.org.uk Structural Support Mechanisms “Do they have access to mentors?”

3. www.bitc.org.uk A large proportion of both Indian and African respondents who didn’t currently have access to mentors would like to in the future Base: n=1557 (W.British n=206, Mixed n=201, Indian n=383, Pakistani n=195, Bangladeshi n=61, Chinese n=107, Caribbean n=222, African n=182)

4. www.bitc.org.uk Understanding the impact of mentoring across our ethnically diverse sample 32% currently have a mentor 37% don’t currently have a mentor but would like one 31% don’t currently have a mentor and don’t want one

5. www.bitc.org.uk There are clear attitudinal differences across each of our different segments – ultimately, mentoring increases career satisfaction Currently Mentored (n=495) Would like to be Mentored (n=580) Don’t want to be Mentored (n=482) Proportion of those slightly / heavily motivated by promotions 84%88%70% Proportion of those extremely / fairly ambitious in regards to their career 86%89%70% Proportion of those aiming higher in terms of career progression since joining their current employer 60%54%36% Proportion thinking it is important to progress in their career 83%86%68% Proportion confident about what next career steps will be 80%69% Proportion currently looking for their next job 17%33%21%

6. www.bitc.org.uk Summary – Structural Support Mechanisms Not everyone wants access to a mentor –Indian and African participants in particular were most interested –Pakistani and Bangladeshi less so Networking (professionally) was seen to be important, but perhaps not all got the opportunities they wanted –While Indian and African respondents were very interested, they had very limited confidence –Particularly alarming for African respondents, who had constantly indicated belief in their own abilities Training programmes were more apparent amongst employees of larger organisations –Interest in programmes which fast tracked to Senior Management reflected earlier attitudes to career progression –Barriers were dominated by a level of apathy and lack of interest –However, those that were interested saw these sorts of programmes as a real sign of progression, giving them confidence and recognition of their personal development

7. www.bitc.org.uk Networking “Are they interested in networking?”

8. www.bitc.org.uk One quarter of Caribbean respondents have never networked professionally Q39. How often do you network professionally in your current role? Base: n=1557 (W.British n=206, Mixed n=201, Indian n=383, Pakistani n=195, Bangladeshi n=61, Chinese n=107, Caribbean n=222, African n=182)

9. www.bitc.org.uk Even though one-quarter of Caribbean respondents had never networked professionally, nearly three-quarters thought it was important for career progression Q43. How important do you believe professional networking is when thinking about career progression? TOP TWO BOX ONLY Base: n=1557 (W.British n=206, Mixed n=201, Indian n=383, Pakistani n=195, Bangladeshi n=61, Chinese n=107, Caribbean n=222, African n=182) As a rule of thumb, the larger the employer the more beneficial they see networking 67% male

10. www.bitc.org.uk Despite believing professional networking to be important, both African and Indian respondents were not confident when doing it Q43. How important do you believe professional networking is? Q42. How confident are you when networking in a professional environment? TOP TWO BOX SCORES ONLY Base: n=1557 (W.British n=206, Mixed n=201, Indian n=383, Pakistani n=195, Bangladeshi n=61, Chinese n=107, Caribbean n=222, African n=182)

11. www.bitc.org.uk Despite their lack of confidence with networking, both African and Indian respondents enjoyed it significantly more than Mixed Race respondents (who were much more confident) Q41. Which of the following statements around networking do you agree with? AGREE ONLY Base: n=1557 (W.British n=206, Caribbean n=222, African n=182)

12. www.bitc.org.uk Interestingly, African and Indian respondents are more likely to network internally with influencers Q44. What groups of people do you mix with in your working environment? PEOPLE WHO ARE LIKELY TO INFLUENCE MY CAREER ONLY Base: n=1557 (W.British n=206, Mixed n=201, Indian n=383, Pakistani n=195, Bangladeshi n=61, Chinese n=107, Caribbean n=222, African n=182) 24% female

13. www.bitc.org.uk Continuing the trend, African and Indian respondents were also networking socially more often Q40. How often do you network socially in your current role? Base: n=1557 (W.British n=206, Mixed n=201, Indian n=383, Pakistani n=195, Bangladeshi n=61, Chinese n=107, Caribbean n=222, African n=182)

14. www.bitc.org.uk SURVEY PARTICIPANTS Ethnic GroupActual Number White Britishn=206 Mixed Racen=201 Indiann=383 Pakistanin=195 Bangladeshin=61 Chinesen=107 Caribbeann=222 Africann=182 T O T A Ln=1557