Executive Summary / Introduction
Comparing the findings between the 2015 survey results and the position now in 2018 we note the following headlines:
Changing the culture
I in 4 BAME employees (25%) reported in 2018 that they had witnessed or experienced racist harassment or bullying from managers in the last two years.
The proportion of white employees who report experiencing or witnessing racist harassment or bullying from managers has fallen since 2015. Witnessing or experiencing harassment from managers has fallen most for those from an Asian background (25% down from 29%) with other ethnicities seeing no change.
Since 2015 there has been an increase in the proportion of people from a BAME background who report they have witnessed or experienced racist harassment or bullying from customers or service users (up to 19% from 16%) – with those people of a mixed ethnicity experiencing the largest increase in harassment or bullying from customers (20% up from 13%).
Progression remains important to BAME employees with 70% saying that career progression is important to them, compared to only 42% of White British employees. However, over half of BAME employees (52%), believe that they will have to leave their current organisation to progress in their career, in contrast with 38% of White British employees who believe this.
In 2015, 48% of BAME managers had a performance objective to promote equality and diversity, compared to only 32% of white managers with a performance objective to promote equality and diversity. Worryingly the proportion of managers who report that they have a performance objective to promote equality at work has fallen from 41% in 2015 to 32% in 2018 –this figure has fallen almost equally for those from a White British (26% down from 32%) and BAME background (38% down from 48%).
There has been little development in the number of people comfortable talking about race with 38% answering that they are compared to 37% in 2015.
- Board level commitment to zero tolerance of harassment and bullying
- Data capture is the vital starting point to enable effective monitoring and measurement of progress
- Executive Sponsors for Race to publicly commit to leadership actions on targets for representation, briefing recruitment agencies, mentoring and sponsorship
- Employers to take an inclusive approach to performance objectives to promote equality in the workplace
- Take action that supports ethnic minority recruitment and career progression