Increasing BAME Representation in STEM




We are working hard to address the under-representation of BAME people working in the STEM sectors - for example, BAME representation in the Construction sector is just 5% with the Energy sector at 7%. Currently, these employers are losing out on a huge talent pool by not addressing the fundamental issues that are excluding BAME talent from recruitment and progression within their organisations.


Business in the Community aims to address this imbalance by providing guidance, tools and resources to empower organisations to further equalise the recruitment process and open up the progression pipeline equally for ethnic minority talent.

Taking action on the issue

Race at  the Top

The most comprehensive picture of Black, Asian and minority ethnic ( BAME) representation in leadership in the UK.
Find out more>>

1 in 5 students studying STEM subjects are from a BAME background1 but BAME men are 28% less likely to work in STEM than white men2

STEM Factsheet

One fifth of all UK-domiciled STEM students are from a BAME background and as such, are an essential part of the UK STEM talent pipeline. This factsheet gives an insight to the choices made by our BAME STEM students by subject, location and gender as well as a preview of the secondary school pipeline. It is designed to offer organisations guidance on where to target recruitment campaigns.
Download the factsheet>>

November 2015 
Seeing is Believing
 visit with leaders from the STEM sector.
The Prince’s Seeing is Believing brings together senior business leaders, enabling them to gain first hand insight into pressing social and environmental issues.
Learn more about SIB visits >>

Moving the agenda forward

Ministerial Round Table and call for action - Led by Baroness Verma MP, Parliamentary Under- Secretary DECC.
Following our research Race at the Top spotlighting 2.1% managers in the energy sector are BAME and 7% of sector was BAME, Baroness Verma MP wanted to convene employers across the sector to:

  • Identify the actions needed to improve the image and perception of the sector and improve access to jobs and career opportunities.
  • Identify ways to improve transparency of career progression routes within the sector
  • Explore the opportunities for greater collaboration across STEM employers.

Sandra Kerr OBE, Race Equality Director at Business in the Community joins the Royal Society's Diversity Council - June 2015
The Royal Society diversity strategy has four broad objectives:

  • Create and maintain a culture within the Society that encourages and promotes diversity and inclusion
  • Address barriers to participation and success in STEM
  • Work in partnership to maximise the effectiveness of diversity initiatives across the scientific community
  • Champion and the achievement of a wide range of scientists from underrepresented groups to provide inspirational and relatable role model

Learn more about the RSDC>>



Guidance for diverse recruitment 

  • Evaluate recruitment advertising and ensure diverse role models are portrayed.
  • Ensure website images are diverse and inclusive. 
  • Outreach non-Russell Group Universities
  • Monitor all stages of the recruitment process in STEM roles and understand BAME progress, and check and investigate drop out rates.
  • Action unconsious- bias training for recruiters and everyone involved in the selection process from milkround through to the selection panel. 
  • Ensure selection panels are diverse and include BAME people in the initial sifting, interviews and assessment centres.


1STEM Factsheet 2014 
2CaSE - Improving Diversity in STEM 2014