Explore all the research we have collected to help you build race equity for Black talent in British businesses.
By
Bain & Company
Summary
Finance and professional services roles are among the highest-paid and most influential jobs in the UK, yet analysis by the Black Talent Charter (BTC), produced with support from Bain & Company, reveals these sectors to have among the lowest proportions of Black representation in industries across the UK economy.
BTC Opinion
This research is a stark warning that the commitments made in 2020 are yet to translate into systemic change. In fact, the data shows that we're actually moving backwards, with business failing to keep pace with the rate of societal change. Improving pathways is essential but insufficient in isolation.
By
Black Business Network & Lloyds Bank
Summary
"Black. British. In Business & Proud” is the only study in the UK that considers the complete entrepreneurial life cycle for Black business owners in Britain. From ideation to a sustainable business model, the preceding analysis that informs this report is shaped by the voices of more than 800 Black people in Britain; consisting of students, employees, business owners and established entrepreneurs from social enterprise, B2B and B2C industries.
BTC Opinion
By
More in Common
Summary
EDI action has helped to tackle serious issues and opened institutions up to new insights and experiences. Nonetheless, recent years have also witnessed the emergence of a potentially significant backlash, both inside and outside institutions themselves.
BTC Opinion
By
The Parker Review Committee
Summary
The 2024 Parker Review is a comprehensive expansion of scope from previous reports, going beyond board directorships to include key senior executive positions and the UK’s largest 50 private companies. The Review has invited businesses to set their own targets for the end of 2027 for the share of ethnic minority executives in their senior management teams.
BTC Opinion
The business case laid out in the Parker Review is clear; improving diversity enables a company to reflect their stakeholders, achieve better business outcomes and enable overall positive change. In times of economic uncertainty, when budgets are being cut and profit margins falling, equity must remain a business priority so as to ensure long term success.
By
The Parker Review Committee
Summary
The Parker Review Committee was commissioned in 2015 to consult on the ethnic diversity of UK boards. It was chaired by Sir John Parker until March 2022 and is now chaired by David Tyler, and their first report was released in 2016. This report finds that the Boardrooms of Britain’s leading public companies do not reflect the ethnic diversity of either the UK or the stakeholders that they seek to engage and represent. A key insight shows that ethnic minority representation in the Boardrooms across the FTSE 100 is disproportionately low, especially when looking at the number of UK citizen directors of colour.
BTC Opinion
This report is useful for anyone wishing to gain a better understanding of the landscape of diversity and representation at the top of British business and to understand the business case for increasing the ethnic diversity of UK Boards. The findings of this report have been collated and summarised in the 2017 Parker Review and those interested can use the annual Parker Reviews to track the changing attitudes and discourse around equity, diversity and inclusion in the UK.
By
Bain & Company
Summary
Finance and professional services roles are among the highest-paid and most influential jobs in the UK, yet analysis by the Black Talent Charter (BTC), produced with support from Bain & Company, reveals these sectors to have among the lowest proportions of Black representation in industries across the UK economy.
BTC Opinion
This research is a stark warning that the commitments made in 2020 are yet to translate into systemic change. In fact, the data shows that we're actually moving backwards, with business failing to keep pace with the rate of societal change. Improving pathways is essential but insufficient in isolation.
By
New Financial
Summary
Research on the progression of Black colleagues into leadership positions across the UK finance sector. Includes interviews with more than 30 of the most senior cohort of Black professionals across the industry.
BTC Opinion
New Financial is a think tank and forum that believes Europe needs bigger and better capital markets to help drive its recovery and growth. Their report offers an insightful commentary on discourse around Black inclusion in 2020 after the murder of George Floyd. Readers can use this report as a benchmark to compare recent changes to public debate around inclusion and to reflect on the progress made on focus areas such as progression and retention of Black talent.
By
Burford Capital
Summary
The businesses that hire law firms to represent them in significant litigation and arbitration matters have an important role to play in advancing diversity in the legal profession. To better understand how senior in-house lawyers are exercising their considerable influence in this area, Burford commissioned independent research conducted via one-on-one interviews with 66 GCs, heads of litigation and other senior lawyers responsible for litigation at companies in the US, Europe, Asia and Australia.
BTC Opinion
This report highlights key findings from one-one-interviews conducted by phone between March and May 2023 by Ari Kaplan Advisors. It is a useful document to use as a introduction to the topic and it can be used to source quotes and opinion pieces from senior in-house lawyers across the globe. Those seeking a more in-depth study should look to The Equity Project Study commissioned by Burford Capital in 2020.
By
Burford Capital
Summary
The Equity Project incentivizes women lawyers to seek out opportunities to take risk and law firms to support those women using Burford’s capital. The 2020 Equity Project study seeks to understand how clients are leveraging their economic influence to close the gender gap in law. The report is based on one-on-one telephone interviews with over 75 general counsel and senior in-house lawyers at large companies (median revenue of $8b) in 12 countries. The interviews were conducted by independent analyst Ari Kaplan between March 23 and May 1, 2020.
BTC Opinion
This is an in-depth and insightful report that can be used by anyone interested in understanding the systemic barriers for women in law, particularly as this relates to achieving highest level seniority. It can also be used as a benchmark to compare the state of affairs for gender representation in 2020 to now. The report highlights that clients are more engaged than ever on the topic and that firms should use non-traditional methods to help address the gender gap.
By
Change the Race Ratio
Summary
Change the Race Ratio launched in October 2020 by Lord Karan Bilimoria and with the support of the Parker Review, it comprises of over 110 businesses across a range of sectors from construction and logistics to life sciences and professional services. It is now chaired by Sir Trevor Phillips. This report shows business are taking real action towards race equity in senior leadership, most especially signatories of Change the Race Ratio who are outpacing the targets set by the government backed Parker Review.
BTC Opinion
Readers can use this report as a companion piece to the Parker Review, to help give a broader picture of ethnic representation at the top of British business. One of the biggest challenges facing companies is maintaining their focus on supporting Black talent and creating a sustainable pipeline for progression. Looking at Black representation specifically, the report finds that the number of respondents to set targets for exco and exco minus one has doubled compared to the 12 months prior. Many organisations are seeing that target setting is one of the most reliable ways of maintaining their focus and drive in this area, because they ensure transparency and accountability across the business.
By
Catalyst
Summary
Catalyst support global DEI transformation and improve gender equity by upskilling business leaders and DEI practitioners through intersectional research and innovative products, solutions, and access to communities of experts. In this report Catalyst surveyed over 5,000 employees from marginalised racial and ethnic groups in Australia, Canada, New Zealand, South Africa, the United Kingdom, and the United States. They found that two-thirds of these employees reported experiencing racism during their career, and half have experienced racism in their current job.
BTC Opinion
Readers can use this report to study first hand accounts of experiences of racism at work and evaluate methods of building anti-racist workspaces. We point the readers to a comprehensive reference section at the end of the report, offering a substantive overview of studies on work place racism based especially in America.
By
InterLaw Diversity Forum
Summary
This guide was developed as a resource for Law Firm Participants in the UK Model Diversity Survey led by the InterLaw Diversity Forum. However, it was published publicly to support EDI and culture across the legal profession.
BTC Opinion
This report considers both the method and content of diversity data collection, and through analysis offers a practical guide to the best use of data at every stage of an employee's career progression. This guide can be used by organisations who are looking to either establish or reset their roadmap for EDI. The report's clear question and answer style content can also be useful for anyone looking for an introduction to the rationale behind the EDI agenda.
By
Henley Business School
Summary
Henley academics from a range of research specialisms including HR, leadership, ethics, and organisational behaviour, have analysed the findings of surveys from over 500 business leaders and 1,000 employees, as well as qualitative interviews with 22 business leaders and employees from a broad range of industries. Some of the key findings from the report include that factors such as perceived cultural differences (cited by 56% of employees and 52% of business leaders) and a lack of diversity in leadership (33% of employees) are driving racial inequity and systemic racism within UK businesses.
BTC Opinion
This short report offers comprehensive range of quantitative research, supported by some qualitative data, to understand the broader conversation around racism in the workplace. This work can be useful for anyone looking for an introduction to the topic and behaviour at work.
By
Black Business Network & Lloyds Bank
Summary
The second report from the Black Business Network, focusing on the impact of barriers Black entrepreneurs face, such as discrimination, racism and concern about equal access to opportunities. The report measures the positive impact of the previous report recommendations and actions implemented following last year’s findings.
BTC Opinion
By
New Financial
Summary
Report using qualitative analysis to understand the progression of Black talent into leadership positions across the UK financial services industry, interviewing more than 30 Black senior managers.
BTC Opinion
By
The Fawcett Society and The Runnymede Trust
Summary
Report on the experiences of women from different ethnic minority groups and religions at work, showing that at every stage of the career journey, from entering work to senior leadership, women of colour are locked out of reaching their career potential.
BTC Opinion
By
Coqual
Summary
Report examining the unique experiences of employees with marginalised backgrounds in five markets, providing data, insights, and a five-step process to help companies in any market tailor their strategies to create inclusive and equitable environments.
BTC Opinion
By
Coqual
Summary
Report examining the impact of systemic racism in the UK workplace, revealing the daily microaggressions and barriers to advancement that Black professionals face daily. Conversations about race and racism are not translating into action - to retain Black talent companies must take transparent action to address systemic racism, with accountability at all levels. This report offers a documentation of this problem and provides solutions to drive change.
BTC Opinion
By
Centre on the Dynamics of Ethnicity and The University of Manchester
Summary
Report exploring racial bias as well as antiracism amongst judicial office holders (judges), drawing on the findings of a new survey of 373 legal professionals as well as existing research. It evaluates the racial fairness of judges and racial guidance and diversity initiatives and situates itself within work by those who seek to racially reform and remake the British justice system.
BTC Opinion
By
Coqual
Summary
Report analysing the obstacles that prevent many Black professionals from reaching the C-Suite, giving examples to top leaders on approaches and best practices to recruit and promote Black professionals.
BTC Opinion
By
Business in the Community
Summary
Report published four years after the The McGregor-Smith Review on race in the workplace, examining the progress being made across the employer landscape against the recommendations outlined in the review.
BTC Opinion
By
Extense
Summary
Report by Extense consultancy, sponsored by five leading City law firms and endorsed by the Law Society, the Solicitors Regulation Authority and the Black Solicitors Network, to discover the key contributing factors that have assisted ....
BTC Opinion
This is a well-researched and insightful report that should be used by anyone interested in understanding and changing their Black representation at senior levels. The report takes an in-depth analysis of the root causes that prevent Black talent reaching the most senior positions in British business and offers valuable and instructive recommendations for businesses to input.
By
Baroness McGregor-Smith
Summary
Independent review by Baroness McGregor-Smith considering the issues affecting black and minority ethnic (BME) groups in the workplace.
BTC Opinion
This review begins by firmly asserting the moral and business case for supporting diverse pipelines for talent. It offers a roadmap for success and clearly defines what they refer to as a diverse and inclusive workspace. This is a useful tool for those seeking a first introduction into the sector, and can also be used as a reference point for the to reflect any change or advance in public discourse and debate around the topic.
By
Business in the Community
Summary
Report published one year after The McGregor-Smith Review on race in the workplace, looking at how UK employers are performing against the recommendations outlined in the review.
BTC Opinion
By
The Commercial Bar Association
Summary
'The Specialist Commercial Bar & Black Inclusion – First Steps', was commissioned by the three SBAs (COMBAR, ChBA and Tecbar). It is authored by the Black Inclusion Group (“BIG”) Committee, a sub-committee of five practicing barristers, to research outreach, recruitment, retention, progression and the culture of the Bar for Black barristers. The work follows, and adds to, the important work of the Bar Council’s Race Working Group in its report dated November 2021. The Specialist Commercial Bar is failing to attract, recruit and retain Black barristers, as demonstrated by the relatively low success rate of Black applicants for pupillage, the paucity of Black silks and the apparent lack of any full time Black High Court Judges. The outcomes for Black barristers are notably worse than for other ethnic minorities.
BTC Opinion
This is an important report for anyone wishing to understand how the justice system is approaching and tackling race equity across the Bar. It relates the systemic barriers to Black talent within the law and the range of approaches and programmes advised to bring about change.
By
The Institute for Fiscal Studies
Summary
The Nuffield Foundation is an independent charitable trust with a mission to advance social wellbeing. It funds research that informs social policy, primarily in education, welfare and justice. The IFS Deaton Review engages world-leading experts in sociology, demography, epidemiology, political science, philosophy and economics to build a comprehensive understanding of inequalities in the twenty-first century. It aims to understand inequalities in living standards, health, political participation and opportunity between the rich and poor, examined through the lens of gender, ethnicity, geography and education.
BTC Opinion
The IFS Deaton Review is an in-depth and rigorous study on inequality in Britain. It is a valuable resource for anyone working on EDI and offers an instructive guide as to the complexity of 'intersectionality' as a concept, especially as it relates to government policy and social-historical trends. Readers should also take advantage of the references which provide a wider resource of research into policy, inequality and the economy.
By
British Future
Summary
Report providing a 'state of the nation' picture of public attitudes to race and diversity in Britain, featuring key facts about the Windrush, a series of first-person Windrush stories and perspectives on what Windrush 75 means for the British public.
BTC Opinion
This short report is a valuable introductory tool for anyone wishing to learn more about the Windrush generation and their impact upon Britain. It also shares key Windrush networks that organisations may want to take note of for any outreach programmes.