ABOUT: THE FACTS

The BAME inclusion agenda has been a struggle to overcome by many businesses or completely overlooked by others. ​

• BOARD LEVEL: Over the last 2 years, the growth of BAMEs on boards of FTSE 100 companies has slowed, going from a 0.7% growth rate during 2014 to 2015 to a meagre 0.1% from 2015 to 2016. This translates to just 6.7% of FTSE 100 board members being BAME - an increase from 6.6% in 2015 and 5.9% in 2014.
  

• LEADERSHIP: During 2015 to March 2016 the number of leadership roles occupied by people of African descent remained unchanged. Conversely, there was a drop of 0.9% within leaders of Asian origin. The most under represented ethno-cultural group, East Asians, although saw a small increase, are still the smallest group within the FTSE 100.

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• ENGAGEMENT & CULTURE: 60% of black employees felt their career development failed to meet their expectation, compared to 30% of their white counterparts. (Source: BITC surveyed 25,000 people).

 

• RECRUITMENT: BAME graduates are between 5-15% less likely to be employed than their white British peers six months after graduation. (Source: University of Essex).

 

• HR & EMPLOYEES: Black workers with degrees earn on average 23.1% less than white employees.

Stats and figures supplied by green park (green-park.co.uk)

THE BUSINESS CASE

• If BAME talent is fully utilised the economy could receive a £24bn a year boost (McGregor-Smith report).

• Ethnic minorities make up 14% of the population in the UK. 42.3% living in London, followed by West Midlands at 12%.

• The population is growing with 80% being under 25 years old.

• People from ethnic minorities account for more than £300bn of the UK's spending.

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