Green Park has recently published the second edition of The Public Service Leadership 5,000, a comprehensive study which maps the gender and ethno-cultural diversity of selected board and executive leaders in public organisations and charities. The sample is carefully designed to allow comparison with the Top 3 and Top 20 levels of The Green Park Leadership 10,000, a study first released in February 2014.
In total we have examined the files of 3,597 individuals working in central government, local government, public agencies and corporations and charities.
Some key highlights from the most recent 2015-2016 event are:
- Across Government departments, the figures for 2015 reveal that the sector has virtually remained unchanged – there are essentially
no employees of black or Chinese/other Asian origin in the senior civil service (SCS) grades 1 – 4 (in ascending order of seniority: deputy director, director, director-general, permanent secretary).
- Ethnocultural diversity is more or less stagnant; there has been a backward movement in minority representation in the SCS. At senior levels, ethnicminority staff remain under-represented by a factor of almost four to one.
- In Local Authoritis, there are no non-white local authority CEOs in London and none among the eight “core cities” outside London.
- The gender-diversity figures for London and non-London authorities are now comparable, but women who aspire to top jobs have far better prospects in county councils and London councils than their (non-London, urban) core cities counterparts.
- In the voluntary sector, the top 20 is remarkably gender diverse, with women taking two of every five positions. This is twice as gender diverse as the FTSE 100’s top 20. However, women are still unable to break through to the top jobs.
- In 2014, we observed that this sector suffered severely from “snowy white peak” syndrome. Ethnocultural minorities are still under represented in the UK’s third-sector leadership; only 3 per cent of executive roles are occupied by ethnocultural minorities. In this
respect, the third sector is even less diverse than the FTSE 100’s top 20.
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