Our Knowledge Centre provides a hub for information and insights surrounding the issue of race equity in business, all in one place.
The UK tech industry is one of the fastest-growing sectors, contributing significantly to the economy and driving innovation across industries. Nearly all organisations now rely on digital roles to support operations, from data analysis and cybersecurity to AI development and software engineering, highlighting the extensive influence of technology across every sector. However, despite its dynamism, the tech industry continues to grapple with persistent challenges related to diversity, inclusion, and skills gaps. Addressing these issues is essential for fostering sustainable growth, enhancing innovation, and ensuring equitable access to opportunities across the sector.
Summary
While diversity in the UK tech industry has shown modest progress in recent years, substantial gaps remain. Recruitment of more diverse entry-level candidates has improved slowly, but beyond early-career roles, this momentum diminishes at mid-career and leadership levels, perpetuating a persistent “leaky pipeline.” Structural and cultural barriers result in poor retention and promotion of under-represented people. A national study examining why people in tech voluntarily left their jobs found that underrepresented minorities were twice as likely to leave their role because of unfair treatment rather than for a better job.
BTC Opinion
As the UK tech industry grows, many consider this new sector to offer a wealth of opportunity for job seekers to upskill or redirect their career paths. However, systemic barriers to black talent already exist , which can already be seen with a paucity of black representation at senior levels within the tech industry. Efforts to increase diversity need consistent implementation and strategic approaches to embed best practice within a company. As AI and other tech solutions become further embedded within everyday life, recruitment systems, policing measures and security clearances, it is vital that the creators, owners and designers of these new technologies represent the diverse society that will be the beneficiaries of these systems.
Bain research commissioned by the BTC examining Black underrepresentation in the financial and professional services in the UK.
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.
Research commissioned by the Black Talent Charter in collaboration with Bain & Company, has found that black graduates from UK universities continue to face racial discrimination during job applications within the financial services, professional services, and law. This is despite many organisations committing to challenging racism within their organisations in 2020 and working to improve the pipeline to increase their representation of black talent.
Summary
Our research disproves the myth that black talent is hard to find and not eager to apply for roles. In fact, the research has found that, on average, black candidates are twice as likely as any other racial/ethnic group to seek careers within the financial and professional sectors. Despite comprising 8% of the UK university population and 4% at the top 20 universities (compared to 4% of the working age population), black graduates are disproportionately rejected during application processes, being two times less likely than their peers to secure a job role in the targeted industries, and therefore subsequently hold only 2% of roles within the highest remunerated sectors of the UK economy.
BTC Opinion
Laura Durrant, CEO of the Black Talent Charter, said: “Our research suggests that the adage is true; black talent works twice as hard to get half as far. There’s strong representation at universities, studying the right courses, engaging with career opportunities, and applying in high numbers compared to peers, and yet we are still seeing black graduates falling away through the process. Organisations must take a renewed look at the barriers that continue to exist in the recruitment process. But this will also require a change in mindsets regarding how potential is assessed, rather than attributing the issue to the talent not being available. There is clearly an opportunity here to diversify graduate pipelines with talented individuals of black heritage.”
The UK tech industry is one of the fastest-growing sectors, contributing significantly to the economy and driving innovation across industries. Nearly all organisations now rely on digital roles to support operations, from data analysis and cybersecurity to AI development and software engineering, highlighting the extensive influence of technology across every sector. However, despite its dynamism, the tech industry continues to grapple with persistent challenges related to diversity, inclusion, and skills gaps. Addressing these issues is essential for fostering sustainable growth, enhancing innovation, and ensuring equitable access to opportunities across the sector.
By
Department for Science, Innovation and Technology
Summary
While diversity in the UK tech industry has shown modest progress in recent years, substantial gaps remain. Recruitment of more diverse entry-level candidates has improved slowly, but beyond early-career roles, this momentum diminishes at mid-career and leadership levels, perpetuating a persistent “leaky pipeline.” Structural and cultural barriers result in poor retention and promotion of under-represented people. A national study examining why people in tech voluntarily left their jobs found that underrepresented minorities were twice as likely to leave their role because of unfair treatment rather than for a better job.
BTC Opinion
As the UK tech industry grows, many consider this new sector to offer a wealth of opportunity for job seekers to upskill or redirect their career paths. However, systemic barriers to black talent already exist , which can already be seen with a paucity of black representation at senior levels within the tech industry. Efforts to increase diversity need consistent implementation and strategic approaches to embed best practice within a company. As AI and other tech solutions become further embedded within everyday life, recruitment systems, policing measures and security clearances, it is vital that the creators, owners and designers of these new technologies represent the diverse society that will be the beneficiaries of these systems.
The Ministry of Justice has published the annual ‘Diversity of the judiciary: 2025 statistics’. The report finds that since 2015, the number of judges from different ethnic minority backgrounds has increased from 7% to 12%, but the number of Black judges has remained at 1% of all judges.
By
Ministry of Justice
Summary
The Ministry of Justice has published the annual ‘Diversity of the judiciary: 2025 statistics’. The report finds that since 2015, the number of judges from different ethnic minority backgrounds has increased from 7% to 12%, but the number of Black judges has remained at 1% of all judges. Responding to the publication, Barbara Mills KC, Chair of the Bar Council, said: “Every year we are told that there is gradual progress being made towards a more diverse judiciary, but it’s far too slow for Black lawyers and this is no longer good enough. The representation of Black judges has remained at 1% across the judiciary for a decade with only gradual increases of people from other minority ethnic backgrounds. We want to see real progress and a commitment across the board to ensuring that there is support and investment so that our judiciary reflects the diverse communities we live in."
BTC Opinion
A state-of-the-art survey unveils widespread workforce and HR trends, serving as a comprehensive benchmark for the European HR landscape and offering key insights for HR leaders.
By
McKinsey & Company
Summary
The gap is widening between what is needed from an efficient, effective HR function and what most organizations currently offer. Enhancing employee experience is widely seen as a cornerstone duty of HR, but about 36 percent of employees across Europe and the United States are not satisfied with their current employer. And most HR departments are still far from making full use of the tools and practices available to them, including gen AI, which has been applied at scale to only a small number of HR departments.
BTC Opinion
Bain research commissioned by the BTC examining Black underrepresentation in the financial and professional services 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.
As DEI work faces increasing scrutiny socially, politically, and legally, organizations are taking extra care to re-evaluate their DEI efforts.
By
Harvard Business Review
Summary
Leaders are right to consider change, not as a reaction to backlash, but to work toward a more accountable, transparent, and successful vision of what DEI could be. The author identifies three things that need to change: 1) Clumsy, jargon-heavy communication, 2) disconnected and decoupled DEI goals and programs, and 3) nonexistent or vanity DEI measurement. They also identify three things that should be maintained: 1) Responsiveness to broader society, 2) commitment to healthy organizations, and 3) the belief that we can be better.
BTC Opinion
On the International Day for the Elimination of Racial Discrimination 2024, the Black Health Education Collaborative held an online session that explored 'Why Anti-Racist Healthcare Matters'.
By
Black Health Collaborative
Summary
The online session explores how anti-racist and inclusive practices improve the healthcare system and patient care for all. During this event, speakers discuss how health systems that support the provision of anti-racist care are more responsive to the realities of communities that experience injustice and oppression and are better positioned to provide high quality care to all.
BTC Opinion
The UCL Sarah Parker Remond Centre for the Study of Racism and Racialisation explores the impact of racism - scientific, metaphysical and cultural. Their podcasts highlight important research and conversations on racism and racialisation, with contributions from academics, activists and cultural practitioners.