HOW MIGHT WE
EMPOWER WORKPLACES TO BE MORE INCLUSIVE SO THAT ALL ETHNICITIES CAN FEEL SAFE AT WORK?
PROMOTION
BULLYING
REPRESENTATION
FAIR PAY
BAME ISN’T FIT FOR PURPOSE
THERE IS A STARK DIFFERENCE BETWEEN THE LIVED EXPERIENCE OF “BAME & OTHER” COLLEAGUES COMPARED TO WHITE PERCEPTIONS.
of respondents who have experienced bullying in the workplace are BAME
THE
NUMBERS
43%
of respondents who have experienced bullying in the workplace are BAME
THE
NUMBERS
43%
of BAME and other respondents disagree that promotions are fair compared to just 29% white
71%
of respondents who have experienced bullying in the workplace are BAME
THE
NUMBERS
43%
of BAME and other respondents disagree that promotions are fair compared to just 29% white
71%
of BAME respondents disagree that their orgs are diverse compared to 55% who are white
67%
REPRESENTATION
THEME ONE
55%
of WHITE employees feel that their ORGANISATIONS ARE NOT DIVERSE
55%
of WHITE employees feel that their ORGANISATIONS ARE NOT DIVERSE
67%
of BAME employees feel that their ORGANISATIONS ARE NOT DIVERSE
55%
of WHITE employees feel that their ORGANISATIONS ARE NOT DIVERSE
86%
of BAME employees feel that their SENIOR LEADERS ARE NOT DIVERSE
67%
of BAME employees feel that their ORGANISATIONS ARE NOT DIVERSE
“It’s just starting for Black people so we don’t have the representation at the table. You need a director’s voice in all the initiatives to shout upwards. (...) We don’t have that so we’re not brought to the table - we make a lot of noise but aren’t able to take action.”
BAME EMPLOYEES DON’T FEEL LIKE THEY BELONG
PERSONAL
CULTURAL
STRUCTURAL
A participant went as far to say they didn’t feel as if their teams would notice if they were no longer in the organisation.
FAIR PAY
THEME TWO
26%
of WHITE employees feel they are
PAID UNFAIRLY
43%
of BAME AND OTHER employees feel they are PAID UNFAIRLY
BAME EMPLOYEES WORK HARDER AND FOR LESS
PERSONAL
CULTURAL
STRUCTURAL
“I was a tech leader on £32k, got promoted without a pay rise - then pay increased to £40k because they only increase by a certain percentage. (I was the) lowest paid most senior woman in tech.”
THE NARRATIVE OF FEELING LUCKY TO HAVE A JOB GOES DEEP INTO HOW BAME EMPLOYEES ARE PAID, AND IS USED BY EMPLOYERS TO TAKE ADVANTAGE OF HARD WORKING STAFF IN REWARD FOR JOB SATISFACTION.
PERSONAL
CULTURAL
STRUCTURAL
PROMOTIONS
THEME THREE
35%
of WHITE employees say that
PROMOTIONS ARE NOT FAIR
71%
of BAME & OTHER employees say
PROMOTIONS ARE NOT FAIR
WHITE COLLEAGUES FIND OPPORTUNITIES FOR PROMOTIONS FAIRER THAN BAME COLLEAGUES. STRUCTURAL AND CULTURAL BIAS HOLD BAME COMMUNITIES BACK, LEADING TO UNEQUAL REPRESENTATION ACROSS AN ORGANISATION.
PERSONAL
CULTURAL
STRUCTURAL
“I got to a glass ceiling ‘here I am and I can’t go any further’.(...) I’ve reached this plateau where I can only move sideways and it’s going to be really difficult to move up.”
STRUCTURAL
BAME EMPLOYEES NEED A SPONSOR TO PROGRESS FURTHER
PERSONAL
CULTURAL
BULLYING
THEME FOUR
43%
of BAME & OTHER employees have
EXPERIENCED WORKPLACE BULLYING
BAME EMPLOYEES ARE FAR MORE LIKELY TO EXPERIENCE WORKPLACE BULLYING, PARTICULARLY WHEN INTERSECTIONALITY PLAYS A PART.
PERSONAL
CULTURAL
STRUCTURAL
“Sometimes it has been gender that’s the main thing. Colleagues are predominantly men. Very sexist things. ‘I wouldn’t mind XXX sitting on my face’ Reported it and the person found it funny.”
BAME PEOPLE AREN’T BELIEVED
PERSONAL
CULTURAL
STRUCTURAL
“In every situation, they (diversity team) did nothing....�I never took it formally because I was never brave enough to take it further.”
MICROAGGRESSIONS ARE�NORMALISED
PERSONAL
CULTURAL
STRUCTURAL
“Always have to deal with microaggressions, no matter where you are (...) I feel quite conditioned because I was told to stop speaking publicly about incidents before - I have to be more cautious.”
CO-DESIGN OUTCOMES
TRUST
RECRUITMENT
TICK BOXING
BACKGROUND
WHAT NEXT?
THANK YOU
+
Annette Joseph�annette@diverseandequal.com
Vimla Appadoo
vimla@honeybadgerclan.com
www.diversetechnw.com
www.honeybadgerclan.com