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The Business Case

One in 8 of the working age population is from a BAME background yet only one in 10 is actually in the workplace.1 

Employment rates have increased for all ethnic groups, but substantial differences remain in their participation in the labour market; around 1 in 10 adults from a Black, Pakistani, Bangladeshi or Mixed background were unemployed compared with 1 in 25 White British people. Women from Pakistani and Bangladeshi backgrounds were the least likely to be employed. 2


Take Action

Recommendations from Race in the Workplace:
Blue tick and the letter R

  • Race in the Workplace Recommendation 11 encourages all employers to reject non-diverse lists of candidates that do not reflect the local working age population and instead, to ensure there is proportional representation on long and shortlists.

  • Race in the Workplace Recommendation 14 relates to diverse interview panels and asks that larger employers should ensure that the selection and interview process is undertaken by more than one person, and should ideally include individuals from different backgrounds to help eliminate bias.


Taking further action

  • Employers to monitor each stage of the recruitment process linked to all access routes into the organisation.
  • Employers should engage their employee network groups or a diverse group of stakeholders to review performance and identify and design interventions that can be introduced to tackle disparities and implement them during every recruitment exercise.
  • Employers should engage their recruitment agencies, headhunters and other recruitment specialists and insist on non-diverse shortlists for roles.
  • Recruitment professionals should pro-actively provide diverse shortlists of clients for employers.  The Ethnicity Facts and Figures website provides data on the local unemployed populations that will help to indicate the diversity of jobseekers available by location.



Trends from the Best Employers for Race list 2017

61% of the Best Employers for Race said there were briefing recruiters to produce diverse shortlists using demographic data.  However, there was a significant difference between sectors – 74% of private sector employers insist on diverse shortlists compared to 44% of employers in the public sector.

Only 34% of the Best Employers for Race ensure there is diversity on their recruitment selection panels. The Business in the Community benchmarking trend data from 2012-2014 provides evidence that those who ensure that they have racial diversity on their selection panels have better results in the diversity of successful appointments.


Strategic Action on Recruitment

The Cabinet Office Race Disparity Audit Summary Findings from the Ethnicity Facts and Figures website, October 2017, highlights the current racial disparities that exist in the UK.  This website provides baseline data on unemployed people by ethnic group and by age and by location, which can help employers to set targets for recruitment.

The Government and Equalities Office have produced guidance on the Equality Act 2010 called  What do I need to know? A quick start guide to using positive action in recruitment and promotion'.

Further guidance on the Equality Act 2010 is available in the Government and Equalities Office Step- Step practical guide to using positive action when making an appointment.

The Good Recruitment Campaign helps organisations benchmark their current recruitment methods and reinvigorate their strategies in order to attract the right candidate. 
Find out how it has signed up over 270 employers who employ over 2 million people. 








Applied – A hiring platform to remove unconscious bias
60% of candidates wouldn’t have been hired through a typical CV sift.    28% of candidates of ‘non-white' ethnicity.
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BAME Careers - Education Guide
140,000+ members;  39% from BAME backgrounds  57% female   40% first generation to go to university
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43% of apprenticeships from a BAME background.
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Bright Network: Careers network – connecting students to employers 
140,000+ members, 39% from BAME backgrounds, 57% female   40% first generation to go to university.
Read the full case study >>

Capgemini / Active Inclusion 
36% BAME graduate and apprentice hire,  5,800 increased reach to schools.
Read the full case study >>

Coventry Building Society  / Recruitment of BAME Candidates
2% increase in BAME employees,  19% of graduate intakes now BAME.
Read the full case study >>

KPMG / Student Recruitment Review
37% increase in BAME graduate and school leave intake.
View the full case study >>

Rare  Recruitment
55 private and public sector employers are using the contextual recruitment system ​ 50% more disadvantaged candidates are hired when organisations adopt the CRS. 
Read the full case study >>

1  LFS/APS   2  Cabinet Office Race Disparity Audit Summary Findings from the Ethnicity Facts and Figures website October 2017