Race inclusion report: Equality of career progression

Fifty-four per cent of white British ethnicity respondents said their career progression has met or exceeded their expectations, but this is only the case for 49% of ethnic minority group respondents. 

Those whose career expectations have been met and those who feel they belong are more likely to say they intend to still be working for their organisation in the next two years. 

Over half of respondents agreed that: 

‘Everyone has the opportunity to achieve their potential at work, no matter your racial or ethnic identity or background’ (ethnic minority group: 55%; white British ethnicity: 63%). 

‘If I work hard, I have as good a chance as anyone else to succeed in my organisation’ (ethnic minority group: 52%; white British ethnicity: 55%). 

‘There is equal access to development and progression opportunities for everybody’ (ethnic minority group: 49%; white British ethnicity: 60%). 

Eleven per cent of ethnic minority group respondents feel the employee’s similarity in cultural/ethnic identity or background to the managers making the hiring decisions or to senior managers/leaders plays a part in career progression in their organisation compared with 2% and 3% respectively for white British ethnicity respondents. 

Around 20% of ethnic minority group respondents said that the following are important: 

Three key barriers to progression given by those whose career progression has not managed their expectations are: ‘skills and talent being overlooked’ (38%), ‘poor-quality line management’ (36%) and ‘not being part of the “in group”’ (32%).