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.

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.

The State of Black Education in Britain report investigates the persistent challenges and systemic inequities facing Black pupils, parents, teachers and communities in the UK education system.

The key findings include: black students frequently find their voices are marginalised and cultural identities undervalued; there is a lack of representation across the teaching workforce and curriculum; racism in schools remains an issue, particularly in disciplinary actions and navigating Special Educational Needs and Disabilities (SEND). Comprehensive reform necessary includes establishing equity councils and peer-led advocacy programmes for black pupils, as well as curriculum reform and cultural competency training.

‍

Drawing on interviews with Black women in leadership positions across various sectors - including  journalism, politics, academia, healthcare, charities and unions - this report shines a light on the experiences and challenges they face in the workplace. By journeying through their early-career, mid-career and senior-career trajectories, Runnymede unravel how Black women understand the intersecting features of their identity; how these factors influence their potential to access professional positions of seniority; and the way they are treated when holding these positions.

Recommendations for employers included: development of anti-racist action plans that include an ethnicity and gender pay gap report, records of complaints and outcomes, disciplinary action data, publishing ethnicity progression data, line management training, where there are only one or two black women within an organisation, investing in access to an external black woman of seniority to provide ongoing mentoring e.g. Women of Colour Global Network.

‍

There have been significant improvements in the economic, and especially educational, success of some ethnic minorities in recent years. Substantial ethnic inequalities in multiple domains across the life course persist, and many continue across generations. The experience of minority groups has been quite different in terms of how far their economic outcomes have become similar to or different from the majority.

The ambition of this project is to establish new, authoritative and policy-relevant evidence and understanding in this contested area, by providing a detailed account of how ethnic economic inequalities emerge, evolve and are maintained across the life course at a level of detail and in ways not previously possible.

The working paper  'Health inequality and economic disparities by race, ethnicity, and gender' reveals staggering inequalities. At age 55, black men and women have the biological age of white men and women 13 and 20 years older, respectively. Health deficits are more likely for black and Hispanic individuals than white individuals. Larger health gaps occur for black men especially. The report reveals structural inequities related to race in the UK, and finds that health inequality also emerges as a powerful determinant of economic inequality.

‍

‍

‍

Winmark’s consultation with C-Suite network members and the global business community (through surveys, discussions, meetings and events) has mapped their top priorities for 2024 and how they plan to overcome unprecedented challenges while pursuing growth.

Results call for the need to embed agility deep in the heart of the strategy, leadership, culture and operations of organisations. Speed of response is a crucial competitive differentiator, strategic agility and innovation is of vital importance.

‍

Black Equity Organisation (BEO) is the national civil rights organisation for black people in the UK. BEO exists to dismantle systemic racism experienced by black people. Structural racism is a key factor in racial inequality, and BEO was established to work with all black African, black Caribbean and black mixed heritage communities in the UK. The Black Britain's Mandate has centred black voices and black communities at the forefront of its policy recommendations for the new Government.

Their policy demands include to mandate ethnicity and disability pay gap reporting with comprehensive data monitoring; to ensure high-quality job and subsidised skills training for black workers are available; and the development of a national strategy to improve outcomes for black businesses.

‍

Change the Race Ratio was founded in 2020 by a group of leading businesses to campaign for increased racial and ethnic diversity, inclusion and representation on boards and leadership teams of UK business.

Key 2024 survey findings found that more than 90% of signatories now have one or more board members from a racial or ethnic minority background; 85% of respondents have now established targets for greater representation at senior management level; 3 out of 4 signatories have been able to collect ethnicity data from more than 70% of their workforce, with 79% publishing their ethnicity pay gap; among respondents, 60% have currently developed a Race Action Plan; there are very similar levels of employee attrition between all colleagues (13%) and ethnic minorities (12%) in the last year.

‍

Anthropy brings together responsible leaders and organisations to look at how to make Britain a better place. Working with a cross-sector network across business and non-profit, Anthropy facilitates changing practices, new partnerships, influencing policy and transforming personal behaviour. Since the beginning of 2021, over 500 organisations and around 2,000 leaders, have participated in Anthropy’s national agenda, attending two flagship national gatherings in 2022 and 2023. This is the first 'annual insights' report by Anthropy, offering a comprehensive analysis of the current state of perspectives across various sectors.

The report finds that Anthropists consider the following to be  the most important issues facing the UK 32% pollution/environment/ climate change,19% poverty/inequality 15% lack of faith in politics/ government. Weaving together data-driven research with the vibrant dialogues witnessed at the national gathering, this report reveals invaluable insights into emerging patterns, challenges, and opportunities that steer Britain's path forward.

‍

Overall, the Bar is more ethnically diverse (16.9% of barristers have a minority ethnic background, increasing by about 0.5pp per annum).

Despite this, the progress for black barristers in the last three years has been limited, with respect to the success rates of applicants in pupillage, silk and judicial appointments. Progress has been made, but there remains racism at the Bar.

‍

This report includes insights on topics ranging from the importance of meaningful DEI action, expectations for climate leadership, shifting levels of trust in business and governments, AI optimism and concerns, and more.  

The report reveals that 53% of Gen-Z and Millennial generations believe businesses must do more to address social issues, a marked increase from 39% in 2021. Organisations that embrace a clear social purpose beyond profit are best positioned to thrive in these turbulent times.

‍