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.

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.

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.

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.

The government’s Annual Population Survey consistently reveals that young Black men are up to three times more likely to be unemployed than young white men aged 16-24 years. This disparity persists even when young Black men hold university degrees.

Action for Race Equality, a national anti-racism charity, has been tackling this injustice for over a decade through the Moving on Up (MoU) initiative. With support and significant backing from Trust for London and City Bridge Foundation, MoU has tested multiple interventions to close the unemployment gap for young Black men.

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Race Matters aims to bring new perspectives to matters of racial (in)justice, including topics which people may not associate with race. Runnymede encourage blogs that shed new light on an issue and are backed up by evidence. They value personal stories that illustrate impact and give perspective.

Two thirds of Black and minority ethnic people support stronger calls for a ceasefire in Gaza and more compassion for Palestinian people. In a survey of over 2,000 Black and minority ethnic people in the UK Just 9% of Black and minority ethnic people oppose a ceasefire in Gaza, with 21% reporting that they ‘neither support nor oppose’, and 4% that they ‘don’t know’, with regards to those statements.

Investing in Ethnicity was launched in 2016 as a response to the lack of focus on the ethnicity agenda in the workplace, as openly admitted by UK employers. The Matrix enters its seventh year as of 2024. It was redesigned in 2024 to ensure its relevancy. This edition aims to identify the challenges facing organisations in the changing landscapes of technology and sentiment around inclusion and related initiatives.

This Matrix should initially be seen as a tool to start dialogue within organisations. To continue progress, the tool should be used to create a business case in your organisation with key stakeholders and to introduce key topics to a wider audience.

The Green Park Business Leaders Index 2024 is a review of the composition of the UK’s most senior leadership, through the lens of gender and ethnocultural diversity. It features 10 years of analysis over 16,000 roles across FTSE 350, by sector and function, gender representation and ethnocultural analysis.

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.