1. Ian Neale, Research Director Ian.Neale@yougov.com Race at Work 2015

2. 1. What did we do? 2. What did we find out? Today’s presentation

3. What did we do? 3

4. Something unique 4

5. How many people completed the survey? 5

6. Who did we hear from? 6 Scotland 1,610 North East 916 470 North West 1,969 Yorkshire and the Humber 1,517 East Midlands 1,410 West Midlands 1,769 East of England 1,486 London 6,388 South East 3,823 South West 2,162 Wales 893 Northern Ireland Private sector: 12,072 Public sector: 10,313 Third sector: 1,334 Male: 11,096 Female: 13,357

7. Who did we hear from? 7

8. What did we find out? 8

9. Job satisfaction 9

10. Employees are generally happy in their organisation – with BAME employees more so 10 65% of employees from a BAME background enjoy working for their organisation, compared with 61% of white employees I would tell my friends & family this is a good place to work I enjoy working for my organisation I can be myself at work Neither Agree Disagree

11. Levels of enjoyment at work are broadly consistent across ethnic groups 11 All agreeing with the statement “I enjoy working for my organisation”

12. BUT there are notable levels of dissatisfaction & despondency 12 A third (33%) say their career has failed to meet their expectations Highest among Black African (45%) and Black Caribbean (40%) employees

13. Less than half of employees are satisfied with how their career has developed to date (47%), leaving one in five (22%) dissatisfied 13 All answering ‘dissatisfied’ with how their career has developed to date

14. While a majority feel included and valued some have concerns about progression and autonomy in their role 14 Four out of ten (36%) disagree that managers treat all people equally with regards to career progression A quarter (24%) don’t feel their organisation gives them the opportunity to show initiative 65% feel included in their team 62% feel valued

15. Workplace cultures 15

16. Racial harassment and bullying within workplaces is prevalent 16 More than a quarter (28%) of all BAME employees witnessed or experienced racial harassment or bullying from managers in the last 5 years 32% of BAME employees have witnessed or experienced racial harassment from colleagues in the last five years

17. Survey respondents by ethnic group who stated they had experienced or witnessed racial harassment or bullying from Managers in the last 5 years 17

18. Racist harassment or bullying at work is not a thing of the past 18 Three out of ten employees (30%) reported this happening in the last year

19. UK workplaces are less comfortable talking about race than they are about other issues, such as age and gender 19 Around four in ten employees (37%) say colleagues are comfortable talking about race in the workplace 42% of white employees report this compared with 34% of employees from a BAME background

20. ‘Yes’‘No’ ‘Not sure’ Organisation support for employees around equality, diversity and fairness issues is not always there 20 ‘Yes’ ‘No’ ‘Not sure’

21. Opportunity at work 21

22. BAME employees place greater importance on career progression than white employees 22 BAME groups show more ambition than those from a white background - 64% BAME groups agree it is important to progress compared to 41% of white employees

23. Interest in taking part in a fast track programme is significantly higher among BAME groups, jumping from 18% of white employees who would take part to 40% of BAME employees. 23 BAME employees have greater interest in fast track programmes

24. But…. 24 Over a quarter (26%) of employees feel they have been overlooked for a promotion in their current role, with it taking an average of three years to gain promotion (2.83 years) Employees from BAME groups are significantly more likely to feel they have been overlooked for a promotion (30%) than white employees (23%)

25. Employees told us that racial discrimination is one of a number of reasons why they have been overlooked for a promotion 25 Racial discrimination is one of the common reasons given for having been overlooked for promotion, in addition to favouritism, personal contacts favoured above internal candidates and prejudice on the basis of gender or age. “Age and possibly gender, possibly …race "blindness" - not active discrimination, but just propensity to look at young white people as having potential, rather than others.” – Female, 54, White and Black Caribbean “My skin colour, my accent the way I speak” Male, 44, Other Asian background

26. Aspiration, inspiration and support 26

27. Many aren’t inspired by their management but where used mentors are appreciated in a positive manner 27 Just three in ten employees aspire to be like their line manager (28%), or senior managers (27%) in their organisation My mentor actively tells me about opportunities for development that are relevant to my career aspirations My mentor actively supports me within the organisation Having access to a mentor helps me achieve what I want One in five employees (20%) have a mentor One in ten employees (10%) have a sponsor These figures are higher among BAME groups, where 28% have a mentor and 15% a sponsor

28. There is more data to deliver greater insight 28

29. Ian.Neale@yougov.com Thank you 29