FTSE 100 directors named Dave and Steve outnumber women or ethnic minorities

More than half of British ethnic minority workers have been advised to be “more realistic” about their career aspirations compared to just 19% of non-minority ethnic citizens, a new survey which shines a light on the UK’s professional arena has found.

An investigation by the Equality Group consultancy has revealed almost two-thirds of ethnic minority workers, around 3 million employees, aspired upon leaving school to securing a senior management, director or board level role, but only 2% achieved their goal.

46% were encouraged to commence their career in a role that did not reflect their career aspirations or academic credentials at the time, while three quarters of respondents attributed their professional success to personal merit, conviction and perseverance not the guidance of academic or professional support.

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“It is no secret that a diverse workforce is a healthier one” says Forbes.

One of the key findings of this year’s McKinsey Report, Delivering Through Diversity, was that companies with a diverse leadership continually outperform those without.

Yet, despite overwhelming evidence of its benefits, in 2017 just 6% of FTSE 100 directors were from ethnic minorities.

Put in context, it means there are more directors called Dave or Steve within the UK’s biggest firms than there are women or ethnic minorities.

Worryingly, this figure has actually decreased this year, with just 84 ethnic minority directors of FTSE 100 companies out of a total of 1,048.

The Equality Group says the underrepresentation of relevant role models and the subsequent lack of identification that ethnic minority citizens have with people in positions of authority, largely contributes to the underrepresentation of ethnic minority citizens on boards.

The group’s founder and chief executive, Hephzi Pemberton, says: “It is a shocking reality that in 2018, the workplace does not nurture and support BAME talent in a manner that reflects the undeniable aspirations prominent in this community”.

“As a society of business leaders, decision-makers, professionals and commentators, we have an obligation to ensure that intention is met with action to ensure the UK’s workforce – in its entirety – has access to a democratised career ladder that promotes inclusion for all at every level”, she added.