Sandra Kerr CBE, an industry expert with over 20 years of experience at Business in the Community, recently discussed race and progression issues at our Diversity and Inclusion in Business Conference 2024. She highlighted the importance of sharing evidence and practical solutions to overcome these barriers. This article summarises key points from her discussion, with the full presentation above.
The Current State of Race Equality in the UK
Kerr emphasised that the UK is still at a stage where it’s necessary to make a strong case for action on race equality. She referenced the McGregor Smith Review (2017), which estimated a £24 billion boost to the UK economy if race equality is improved in the workplace. Additionally, McKinsey’s studies show that organisations with better gender and ethnicity balance at senior levels can see up to 39% better financial returns.
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Considering Ethnic Diversity in Employment
Kerr shared that one in five working-age individuals in the UK are from ethnically diverse backgrounds, as highlighted by recent census data. She pointed out that this figure is even higher in certain areas, such as Glasgow, where one in four primary school children come from diverse backgrounds. Employers should therefore consider both local and national data when addressing transparency and diversity.
Progression and Career Development
Tracking since 2015 reveals a consistent desire for career progression among ethnically diverse employees, with around 70% expressing this interest. Despite high qualification levels among these groups, progression remains limited. Kerr suggested that employers should proactively ask about progression aspirations, create development plans, and ensure transparent advancement processes. Detailed statistics and trends are available in the Race at Work reports:
Mentoring and Sponsorship
Ethnically diverse employees are twice as likely to seek mentoring compared to other groups, with Black African employees showing the highest demand. Kerr advocated for two-way mentoring, where both mentor and mentee benefit from shared experiences. Additionally, promoting diverse representation in senior management through sponsorship and advocacy is crucial.
For more on the importance of mentoring and sponsorship:
Transparency and Accountability
Kerr highlighted the need for transparency in hiring and advancement processes, as well as accountability structures like KPIs and performance objectives for promoting equality. Line managers play a crucial role in providing access to opportunities and giving feedback. Employers should track and report demographic data to inform decisions and drive change. Further reading on transparency and accountability in the workplace can be found here:
The Role of the Supply Chain
The supply chain is also vital for promoting race equality and providing opportunities for skills development and partnerships. Kerr urged employers to engage more with their supply chains to foster diversity. The importance of diversity in the supply chain is discussed further in Supply Chain Diversity.
Overcoming Race at Work Barriers
Addressing race and barriers to progression in the workplace requires a multi-faceted approach, involving transparency, mentoring, sponsorship, and accountability. By understanding and implementing these strategies, employers can create more inclusive and equitable workplaces. For more insights like this please consider attending our latest Inclusion, Diversity and Equality in the Workplace Conference below.
Inclusion, Diversity and Equality in the Workplace Conference
Why Attend?
- Gain Valuable Insights into the latest trends, best practices, and strategies for promoting equality, diversity and inclusion (EDI) in the workplace
- Learn from expert speakers and industry leaders who will share their experiences and expertise in implementing successful EDI initiatives
- Explore innovative approaches to creating inclusive work environments that foster belonging and respect for all employees
- Acquire practical tools and resources to develop and implement robust EDI policies and practices within your organisation
- Network with like-minded professionals and exchange ideas, experiences, and best-practices for advancing EDI in various industries and sectors.
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