Data reports – Ethnicity UK
All-Party Parliamentary Group / Investing in Ethnicity Maturity Matrix (2023)
- Companies progress and commitment on the ethnicity agenda
- Three-quarters of organisations externally report their ethnicity plan annually. From 53% in 2021 to 76% in 2022, representing a 23 percentage point increase. Organisations that are publicly reporting on the progress of their ethnicity plan to stakeholders has increased by just under a quarter, from 53% in 2021 to 76% in 2022.
- Internal reporting has increased with 71% of organisations cross referencing breakdown by levels. This is an increase from 53% in 2021. 63% of organisations use data on ethnicity to monitor early careers. 54% are now publishing their Ethnicity Pay Gap figures, which is up by a quarter since 2021.
UK Data DEI Reports 2024
- The Parker Review 2024 Update: Overview of progress on ethnic diversity in FTSE boards and private companies: The Parker Review
- McKinsey & Company: DEI in Corporate Britain: Insights on inclusion challenges and economic benefits of racial equity in leadership: McKinsey & Company DEI Insights.
- Business in the Community (BITC) Reports: Race at Work Charter progress and inclusive workplace practices: BITC Race at Work
- Chartered Institute of Personnel and Development (CIPD) Reports: DEI analysis and recommendations for HR practices: CIPD DEI Resources
- Culture Amp – Workplace Diversity, Equity, and Inclusion Report 2024
This report explores challenges faced by organizations in maintaining DEI momentum amidst economic uncertainties. It provides evidence of the financial and employee engagement benefits of DEI initiatives, including higher stock prices and increased workforce engagement when employees perceive their workplace values diversity
Read the full report - Expanding Equity Report
Compiled insights from over 100 companies reveal that embedding DEI into organizational strategies leads to measurable outcomes, such as increased representation and better organizational performance. Leadership commitment, clear strategies, and resources are noted as key enablers for effective DEI progress Read Full Report - World Economic Forum – Diversity, Equity, and Inclusion Lighthouses 2024
This report highlights effective DEI practices across industries, showcasing “Lighthouse” companies that demonstrate the positive impact of DEI initiatives. It emphasizes the critical role of leadership, integrated strategies, and data-driven approaches in advancing workplace inclusion while also providing a strong business case for DEI investment Read Full Report - Nursing and Midwifery Council (NMC) Workforce Race Equality Standard Report: Published in January 2024, this report evaluates nine key indicators of racial equality, including representation of Black and ethnic minority staff and experiences of discrimination. It also details pay gap data by ethnicity, gender, and disability NMC EDI Reports
- Inclusion at Work Panel Report: Released in March 2024, this independent report provides evidence-based recommendations for improving diversity and inclusion in UK workplaces. It emphasizes effective practices and identifies interventions that promote fairness for racial and ethnic minorities. Read Full report
- Diversity Economics Institute’s 2024 Report on Race and Ethnicity: Titled The Colour of Success, this concise report distills insights from extensive research into actionable recommendations for improving racial diversity in leadership and fostering systemic change in UK workplaces Diversity Economics Institute’s UK Race Report
Global Data Reports
- McKinsey’s reports: Diversity Wins and Diversity Matters Even More
- Catalyst resources: Catalyst DEI Resources
- World Economic Forum: DEI Business Case
- Deloitte’s DEI Analysis: Deloitte DEI Study.
- Harvard Business Review: · HBR: Beyond the Business Case in DEI – HBR Trends to Watch in DEI 2024
Social Mobility (UK)
PwC UK highlights the business case for addressing social mobility, arguing that diverse workplaces foster innovation and enhance performance. PwC connects social mobility with better talent retention and attraction, demonstrating how inclusive policies can improve overall organizational success
Thomson Reuters Institute discusses how social mobility is increasingly recognized as a key DEI dimension. Their research emphasizes that employees from less privileged socioeconomic backgrounds bring unique skills and perspectives, which can improve leadership and innovation within companies
The UN Global Compact Network UK outlines how promoting social mobility aligns with corporate sustainability goals and enhances employee engagement. Their report identifies practical strategies such as inclusive hiring practices and progression opportunities for individuals from lower socioeconomic backgrounds
The Social Mobility Commission in the UK provides insights into the economic benefits of addressing social mobility. Their “State of the Nation” reports demonstrate that improving social mobility can enhance workforce productivity and drive economic growth, making it a compelling case for businesses
Articles
https://hbr.org/2022/06/stop-making-the-business-case-for-diversity
This is interesting. HBR did a study, concluded, to talk about “Fairness” over “Business” case had more traction in Talent acquisition. This is new, and unproved method. Probably based on US. Nevertheless, describes how the intention of the message, communication can be skewed in how its landed or perceived, evoking an emotion or feeling.
Parker Review (2022)
- Showcases board level representation in UK – from page 22
- At the end of 2021, 89 FTSE 100 companies had at least one person from a minority ethnic group on its Board.
- 333 companies within the FTSE 350 have or have not met the Parker Review target of one director from a minority ethnic group on their Board
- There are only eight minority ethnic Chairs in the FTSE 350 (three in the FTSE 100 and five in the FTSE 250) and 22 minority ethnic CEOs (six in the FTSE 100 and 16 in the FTSE 250)
Government (2022) census
- Shows employment rate per ethnicity
- 75% of people aged 16 to 64 in England, Scotland and Wales were employed in 2021
- 82% of people from the ‘white other’ ethnic group were employed – the highest rate out of all ethnic groups
- 58% of people from the combined Pakistani and Bangladeshi ethnic group were employed – the lowest rate out of all ethnic groups
Race at Work (2021)
- Report based on experiences from all employees from companies in the UK
- 41% of employees comfortable talking about race
- In 2021, 29% of Black and 27% of Asian employees say that they have witnessed or experienced bullying and harassment from their managers and 38% of Black, 29% of Asian and 27% of Mixed Race employees say that they have witnessed or experienced bullying and harassment from customers, clients and service user
McKinsey Improving lives and livelihood for ethnic minorities in the UK
- The labour workforce shows the biggest difference between white and ethnic minority women, at 76 and 62 percent respectively
