Data and research
According to the McGregor-Smith Review (2017), the employment rate for ethnic minorities is only 62.8%, far below the 75.6% employment rate of white workers. Some ethnic groups face an even worse gap. For example, workers from a Pakistani or Bangladeshi background are only employed at 54.9%.
While 1 in 8 of the working-age population are from a Black, Asian or minority ethnic (BAME) background, BAME individuals only constitute 10% of the workforce and hold only 6% of top management positions. The Parker Review (2016) of the ethnic diversity of UK boards found that only 85 of the 1,050 director positions in the FTSE 100 were held by BAME people.
Tackling discrimination is not only a moral imperative, it is also a business necessity. It is estimated the economy would gain an additional £24 billion from the full representation of BAME individuals in the workplace.
AEL's perspective
Employers must actively seek to diversify their organisation and rely on diverse talent from different cultural backgrounds. But how can this be achieved? The same activities that increased female representation in organisations could present an interesting test case and pathway for increased BAME representation at the ground level, in management teams and in board rooms.
AEL can audit your position and help you understand the potential untapped value diversity could bring to your business. We can help you advocate for and implement better quality people management, have an open and productive conversation about diversity, develop employer guidance and continually monitor and review your organisational diversity.
