FTSE 100 companies still failing to increase ethnic diversity leadership: Britain’s top businesses must do more than just talk about change
Media Coverage 26th September 2019 2 minutes read
Executive Search and diversity experts, Green Park have launched their fourth annual BAME 100 Business Leaders index, identifying the best of Britain’s black, Asian and minority ethnic (BAME) board-ready talent across the private, public and third sectors.
The index highlights 20 individuals suitable for charity and non-for-profit boards, with many others also highlighted who have third sector board experience or interest. They include: Maria Adebowale-Schwarte, Executive Director of Foundation for Future London; Paul Amadi, Chief Supporter Officer of British Red Cross; Poppy Jaman, Chief Executive Officer of City Mental Health Alliance; Javed Khan, Chief Executive Officer of Barnardo's; Geeta Nanda, Chief Executive Officer of Metropolitan Thames Valley; Danny Sriskandarajah, Chief Executive Officer of Oxfam UK and Geoff Thompson, Founder & Executive Chairman, Youth Charter.
The index’s aim is to debunk the myth that diverse talent does not exist, showcasing a wealth of suitable, proven candidates who could help organisations meet Sir John Parker’s government-endorsed target - to have at least one minority member on every major UK board. Yet, despite pressure from the government, shareholders, stakeholders and consumers, Green Park found that Britain’s major organisations are making little or no progress in appointing more ethnic minority leaders to their boards.
Trevor Phillips, Green Park’s Chairman, called on the Government to speed up implementation of mandatory ethnic pay gap reporting in a similar way to the current gender pay gap reporting regime: “Monitoring and reporting ethnic pay gaps at our top organisations will throw a light on progress in appointing BAME leaders. It’s helped increase the number of women at senior levels and the new government should not drop the ball on taking the same positive approach to ethnic pay gap reporting,” he added.
Comparing the movement of individuals in the past BAME 100 Business Leaders indices, Green Park’s research suggests a “one in, one out” policy in private, public and third sector board appointments.
Since the first BAME 100 index was launched three years ago, only 15.7% of leaders shortlisted have been appointed to new board roles across the private, public and third sectors. However, after taking into account board directors who have relinquished their roles, moved abroad or have passed away, there has been a net gain of just one new British BAME board member in the last three years.
This article was covered in Civil Society on the 12th of September, 2019. For the full article, please click here.