Delivering diversity: race and ethnicity in the management pipeline

Nic Beech; Nelarine Cornelius; Lisi  Gordon; Geraldine  Healy; Emmanuel  Ogbonna; Gurchathen Sanghera; Chidozie Umeh; James  Wallace; Patrick Woodman

Delivering diversity: race and ethnicity in the management pipeline

Nic Beech, Nelarine Cornelius, Lisi Gordon, Geraldine Healy, Emmanuel Ogbonna, Gurchathen Sanghera, Chidozie Umeh, James Wallace, Patrick Woodman

The York Management School

Research output: Book/Report › Commissioned report

Abstract

Black, Asian and minority ethnic (BAME) people are underrepresented in business and especially in management roles. It’s time for change. Drivers of change Around 12.5% of the UK population are BAME – yet they hold just 6% of top management positions. Closing this representation gap is an urgent challenge. The UK’s BAME population is set to grow to 20% by 2030 and busineses are missing out on the talent they need. 1 McGregor-Smith Review 2017 2 Parker Review 2016 3 BEIS 2017 Global changes demand diversity too. FTSE 100 businesses already generate 75% of their income from outside the UK, and emerging markets are growing rapidly. More than ever, businesses need diversity of backgrounds, life experiences and viewpoints at every level of management. The economic benefits are clear. Full representation of BAME individuals across the labour market would be worth £24bn a year to the UK economy. The biggest business driver for diversity is improving performance, as 75% of HR/diversity leaders told us. Despite that, not a single one of the diversity leaders we interviewed gave their company’s current performance on BAME diversity top marks, a ‘very good’ rating. Only 54% said that senior business leaders are championing BAME diversity. That has to change. We need action now, to deliver diversity at every level of the management pipeline.

Original language	English
Publisher	British Academy of Management/Chartered Management Institute
Publication status	Published - 9 Aug 2017

Cite this

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title = "Delivering diversity: race and ethnicity in the management pipeline",

abstract = "Black, Asian and minority ethnic (BAME) people are underrepresented in business and especially in management roles. It{\textquoteright}s time for change. Drivers of change Around 12.5% of the UK population are BAME – yet they hold just 6% of top management positions. Closing this representation gap is an urgent challenge. The UK{\textquoteright}s BAME population is set to grow to 20% by 2030 and busineses are missing out on the talent they need. 1 McGregor-Smith Review 2017 2 Parker Review 2016 3 BEIS 2017 Global changes demand diversity too. FTSE 100 businesses already generate 75% of their income from outside the UK, and emerging markets are growing rapidly. More than ever, businesses need diversity of backgrounds, life experiences and viewpoints at every level of management. The economic benefits are clear. Full representation of BAME individuals across the labour market would be worth £24bn a year to the UK economy. The biggest business driver for diversity is improving performance, as 75% of HR/diversity leaders told us. Despite that, not a single one of the diversity leaders we interviewed gave their company{\textquoteright}s current performance on BAME diversity top marks, a {\textquoteleft}very good{\textquoteright} rating. Only 54% said that senior business leaders are championing BAME diversity. That has to change. We need action now, to deliver diversity at every level of the management pipeline.",

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AU - Gordon, Lisi

AU - Healy, Geraldine

AU - Ogbonna, Emmanuel

AU - Sanghera, Gurchathen

AU - Umeh, Chidozie

AU - Wallace, James

AU - Woodman, Patrick

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AB - Black, Asian and minority ethnic (BAME) people are underrepresented in business and especially in management roles. It’s time for change. Drivers of change Around 12.5% of the UK population are BAME – yet they hold just 6% of top management positions. Closing this representation gap is an urgent challenge. The UK’s BAME population is set to grow to 20% by 2030 and busineses are missing out on the talent they need. 1 McGregor-Smith Review 2017 2 Parker Review 2016 3 BEIS 2017 Global changes demand diversity too. FTSE 100 businesses already generate 75% of their income from outside the UK, and emerging markets are growing rapidly. More than ever, businesses need diversity of backgrounds, life experiences and viewpoints at every level of management. The economic benefits are clear. Full representation of BAME individuals across the labour market would be worth £24bn a year to the UK economy. The biggest business driver for diversity is improving performance, as 75% of HR/diversity leaders told us. Despite that, not a single one of the diversity leaders we interviewed gave their company’s current performance on BAME diversity top marks, a ‘very good’ rating. Only 54% said that senior business leaders are championing BAME diversity. That has to change. We need action now, to deliver diversity at every level of the management pipeline.

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