Executive Summary / Introduction
The Race at Work Charter: One Year On 2019 report presents an analysis of how a diverse mix of employers are responding to the Race at Work Charter calls to action.
The charter is composed of five principle calls to action for leaders and organisations across all sectors. Signing up means organisations taking practical steps to ensure their workplaces are tackling barriers that ethnic minority people face in recruitment and progression and that their organisations are representative of British society today.
Earlier this year, 108 companies took part in a survey on the Race at Work Charter, the largest measure of its kind of responsible business in the UK. This report, based on its findings, outlines not only the progress made and what needs to improve, but also provides support to help companies make change happen.
There are more than 32,000 ethnic minority employees in the UK management population represented in the survey. Of these, 52 per cent were from the private sector, 40 per cent from the public sector and 8 per cent from the third sector. The results represent a UK workforce of more than 1.3 million people and a global workforce of 3.9 million. It is not currently statistically representative of all UK business, but is indicative of key emerging trends that will be explored further with more participants in future.
The report finds that the following progress has occured towards the Race at Work Charter calls to action, in the twelve months since it launched in September 2018.
- 84 per cent of employers have a senior Race Champion. However, only 41 per cent of employers have targets to increase the racial diversity of their boards and executive teams.
- 63 per cent of employers monitor data on pay and ethnicity. However, only 31 per cent of employers publish their ethnicity pay gap.
- 97 per cent of employers have a clear zero-tolerance policy on racial harassment and bullying, but only 45 per cent of employers have commissioned a review into bullying and harassment in the workplace.
- 50 per cent of employers ensure that performance objectives of their board and senior team include action on race. However, only 21 per cent of managers have a diversity performance objective to facilitate the development and progression of ethnic minority talent in their teams.
- 80 per cent of board members and executives are engaged in reverse/two-way mentoring and 53 per cent of board members or senior teams sponsor talented ethnic minority employees.
Find out more details and read best practice case studies in the Race at Work Charter Report: One Year On 2019.