Monitoring

Race at the Top’ is the most comprehensive picture of Black, Asian and minority ethnic (BAME) representation in leadership in UK business today. It finds that there has been virtually no ethnicity change in top management positions in the five years between 2007 and 2012.‘



17 Sept 2014: The FRC has released updates to the UK Corporate Governance Code – including the significant inclusion of ‘and race’. The FRC now clearly defines diversity as ‘gender and race’ when referencing the importance of diversity at board level as a means of ‘establishing tone from the top’ to influence corporate culture, value and business strategy. The addition of ‘and race’ has been included within the preface to the 2014 Code and for consultation for the 2016 Code.







By 2051, one in five people in the UK will be from an ethnic minority background, representing a scale of consumer spending and political voting power that business and government alike cannot afford to ignore. The gap must not be allowed to widen further, but without action, little will change. I am calling on government for a ‘Lord Davies’ review to amplify understanding around the barriers BAME employees face in reaching management positions, and for two simple words – “and race” – to be added to the UK Corporate Governance Code. We urgently need these to happen if we are to ensure that we don’t pass the point of no return.




- Sandra Kerr OBE,

Campaign Director, Race for Opportunity
Sadly, the pipeline does not give us hope for the future; the gap at management level has worryingly widened between 2007 and 2012.  
In the UK today, one in 10 employed people are BAME, yet only one in 16 of top management positions and one in 13 management positions are held by BAME people.  By 2051, one in five people in the UK will be from an ethnic minority background, representing a scale of consumer spending and political voting power that business and government alike cannot afford to ignore . The gap must not be allowed to widen further, but without action, little will change.  This is about business sense, not moral pleading.  
Race for Opportunity is calling for a government review into racial barriers in the workplace that is akin to the Lord Davies review into gender, and for two words - ‘and race’ - to be added to the UK Corporate Governance Code.
We believe that this government-led action will be a powerful force for creating change, and without it the current intake of BAME workers will be unable to progress equally and fairly compared to their white counterparts.  
The campaign is also calling on employers in all sectors to do more to attract and retain BAME workers and ensure equal progression, and we make recommendations in the report to support this. 
Race at the Top Key Findings
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Welcome to Action and Achievement, our analysis of the trends and data from our 2013 benchmark. Our benchmark is the most comprehensive survey available for gender and race equality in the workplace.


By using the Opportunity Now and Race for Opportunity benchmarking tools to help analyse their workplace practices and cultures, employers are better able to drive change, make equality a reality and reap the business benefits of getting it right.
Each organisation that completes the benchmark survey receives a bespoke and in-depth analysis report on how well their organisation is doing on diversity, equality and inclusion. The organisations below represent the top ten from both the private and public sectors.

A suite of documents are available at Benchmarking Trends Analysis 2013 that give an overview of how the most successful companies are achieving their diversity goals.
A series of documents designed to assist and offer guidance in the workplace for the recruitment of ethnic minorities. These documents will help in the development of a framework that provides checks and balances in the recruitment process for employers and recruitment agencies together with a comprehensive guide for employers to monitor ethnicity.
These documents form part of the Race for Opportunity Race and Recruitment research that offers pragmatic and practical guidance on conducting diverse recruitment.
Part two of the toolkit for building a robust Global Diversity Strategy, examining how to establish metrics.