Percentages have been rounded to the nearest whole number, so some totals may not add up to 100%. Not included in the data

The executive recruitment agency Green Park’s Colour of Power project has recently found that 52 out of 1,099 of the “most powerful jobs” were held by ethnic minority individuals. That is 4.7%. It concluded that Britain’s leadership positions had failed to improve between 2017 and 2020, with only 15 additional ethnic minority-held roles since 2017. [footnote 25] Clinical Excellence Award (CEA): Locally a BME consultant makes 24.5% less than a White consultant, compared with national awards which is only 5.4% less. of white British and 6.9% of white Irish workers worked in the construction sector – the highest percentages out of all ethnic groups in this sector

For example, if the model predicts different hiring outcomes for the same candidate if only the value of the “ethnicity” variable changes, the output is discarded and not used. The data measures the percentage of people from each ethnic group who work in a particular industry or sector in the UK. It includes both employed and self-employed people. NHS England, (2020), ‘We Are The NHS. People Plan 2020/21 - Action for all of us’ Available at: https://www.england.nhs.uk/wp-content/uploads/2020/07/We-Are-The-NHS-Action-For-All-Of-Us-FINAL-March-21.pdf ↩

Personnel Today (2017), “Fit for Work service scrapped in workplace health policy overhaul”, https://www.personneltoday.com/hr/fit-work-service-scrapped-workplace-health-policy-overhaul/ I wouldn’t be standing before you today if that were true and I know many people who would say that if you’re not 100% fit, that doesn’t stop you working,” she explained. New ways of working presenting challenges

Cabinet Office, (2020), Green Paper: Transforming public procurement. Available at: https://www.gov.uk/government/consultations/green-paper-transforming-public-procurement ↩ Aston University, Coventry University and Manchester Metropolitan University are among the 33 business schools across the UK that have been awarded the Small Business Charter in recognition of their ongoing work to support small businesses, local economies and student entrepreneurship. ↩ Subjective factors may also affect perceptions of discrimination. Human beings tend to discriminate, even when unintended. We are all susceptible to differentiating between in-groups and out-groups and will be prone to favour those we perceive as belonging. Please note this report includes racist comments shared with us by focus group participants to illustrate their experiences of everyday racism. These may trigger unwelcome and distressing memories or thoughts for some readers. Resources for support can be found at the end of this report. Executive Summary Shifting cultures takes a more sustained effort than increasing representation. Both however, are critically important, and are likely to feed into each other. The Commission has seen (preliminary) evidence of the CIMM’s novel approach yielding positive results, for example within a leading pharmaceutical company and also a recruitment company that In Diverse Company have partnered with. Case study: Cultural Inclusion Maturity Model

Vitality (2018), “Britain’s Healthiest Workplaces”, https://www.vitality.co.uk/business/healthiest-workplace/findings/ For example, any employer in the Lake District can expect 98% of its candidate pool to be White. An employer there with 300 staff could then expect to have on average just 6 ethnic minority employees.

Structural racism in employment

Bar Standards Board, (2021), ‘Diversity at the Bar’. Available at: https://www.barstandardsboard.org.uk/uploads/assets/88edd1b1-0edc-4635-9a3dc9497db06972/BSB-Report-on-Diversity-at-the-Bar-2020.pdf ↩ Froy, F. and L. Pyne (2011), ‘Ensuring Labour Market Success for Ethnic Minority and Immigrant Youth’, OECD Local Economic and Employment Development (LEED) Working Papers, 2011/09, OECD Publishing.’Available at: http://dx.doi.org/10.1787/5kg8g2l0547b-en ↩