Progression

Framed Progression icon in blue

The Business Case

One in 8 of the UK working age population is from a BAME background. 1

Only 1 in 13 people at management levels in the private and public sector are from a BAME background. 1

BAME people have a far greater ambition to progress than their white counterparts - 63% of BAME employees and 41%2 of white employees say they want to progress. On top of this, interest in taking part in a fast-track programme is significantly higher among BAME groups, jumping from 18% of white employees who would take part to 40% of BAME employees.3 

 

Take Action

Blue tick and the letter R Race in the Workplace recommendations: 

 

  • Recommendations 5, 6 and 7 encourage employers to raise awareness of unconscious bias 
  • Recommendation 9; calls on leaders to have diversity as a Key Performance Indicator in their appraisals
  • Recommendation 15 encourages transparent reward and recognition
  • Recommendations 18,19 and 20 encourage transparency on career pathways, leaders to explain how success has been achieved and establishing inclusive networks
  • Recommendation 21 encourages employers to provide mentoring and sponsorship.

  

Trends from the Best Employers for Race list 2017

92% of the employers in the Best Employers for Race listing provided unconscious bias training for their employees. The Best Employers for Race are clearly outperforming employers in the UK where Race at Work found only 49% ensured there was equality and diversity training, and this fell to 7% when employees were asked about equality and diversity training for managers.

Only 23% of employers in the Best Employers for Race listing said that their line managers had diversity performance objectives. 

Further analysis of Race at Work 2015 found that 41% of employees from BAME backgrounds said that they had a diversity performance objective.

Only 28% of employers in the Best Employers for Race listing said that they ensured diversity on their selection panels for promotions. Employee Network Groups provide a great resource of diverse talent who can be trained to sit on selection panels for promotions across the organisation

  

Strategic Action on Progression

The Equalities and Human Rights Commission (EHRC) report; A review of progress on tackling the disability, ethnicity and gender pay gaps and their strategy paper, Ethnicity, what does the pay gap look like? set out the actions employers should take to reduce pay gaps in Britain.

The Civil Service Diversity and Inclusion strategy  Brilliant Civil Service: becoming the UK’s most inclusive employer  published in October 2017 outlines the vision of the Civil Service is to be the most Inclusive employer in the UK by 2020 and includes action to progress BAME talent and people with disabilities to the Senior Civil Service (SCS).

Employers should create a pool of employees and stakeholders from BAME backgrounds to be trained to be part of the organisation's interview panels for promotion, assessment and selection processes.  Download the Business in the Community toolkit for employers on Diversity Objectives and Performance Appraisals to support with this. 

 

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Accenture / ‘Accelerate’ - Career progression programme for black employees 
50 senior leaders are actively driving the BAME strategy. 75 executives and 100 non-executives have been directly trained/ coached and sponsored by the most senior leaders. The  Black attrition gap has improved and the recruitment rate doubled.
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Baker McKenzie / BakerEthnicity Network: The impact of engagement
98% of London office staff agree with the statement that “this office values diversity in its workforce"  97% of staff felt the office provides an environment accepting of ethnic differences.
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BAME 2020
50
+ advisors & ambassadors engaged. The 6+ quarterly meetings since the 2015 launch at Google have delivered;

  • outreach to young people by highlighting career opportunities in MMC
  • Worked with numerous partner supporters to spread the message including Social Mobility Foundation, My Big Careers & Grey Advertising.

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Department for Education / Building future leaders
66% of participants (12 out of a cohort of 18) have obtained promotion early on in the programme. The success of the programme has prompted further investment in increasing the proportion of BAME staff in senior management positions. 
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EY / Ethnic minority leadership progression
Partner representation has increased to 8% (60 partners). 36 BAME employees attended the BME Leadership Programme and 12 alumni of the programme are now partners. 100 BAME employees are on the Career Watch sponsorship programme.
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Home Office / BAME’s got talent: New BAME talent pilot programme launched 
12 participants have been promoted to date:  x Higher Executive Officer (HEO) to Senior Executive Officer (SEO 5 x SEOs to Grade 7,  1 x Grade 7 to Grade 6 and  2  x Grade 6 to Senior Civil Servant 
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Mott MacDonald / Culture change through tackling unconscious bias
The organisation’s culture has been positively influenced by an openness to explore and tackle conscious and unconscious bias and is now seeing consistently high results on Progress, Respect, Integrity, Development and Excellence (PRIDE) metrics: 93% of BAME colleagues said they felt respected by colleagues in their ID survey compared to the statistical average of 95%.
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 Race at the Top 2014 ​    2 Race at Work 2015 and Race to Progress: breaking down barriers June 2011  ​  3  Race at Work 2015