The 2019 Race at Work Report, published by Business in the Community (BITC) today, has revealed that one in four black, Asian, minority ethnic (BAME) employees are still experiencing bullying and harassment, despite most employers having a zero-tolerance policy.
According to the report, some 97% of employers have a clear zero-tolerance policy on racial harassment and bullying, yet fewer than half (45%) have commissioned a review into bullying and harassment in the workplace. The report also shows that many UK firms are starting to measure and monitor some key indicators that mark progress towards racial equality. However, although 63% of employers monitor data on pay and ethnicity, only 31% publish their ethnicity pay gap.
An increasing number of firms are now setting targets and KPIs for racial diversity and inclusion, but they need to be “more transparent about where they currently stand and identify opportunities for further progress”, the report reveals. While 50% of employers are making sure that performance board and senior team KPIs include action on race, only 21% of managers have an objective to facilitate the development and progression of ethnic minority talent in their teams.
MORE ACTION NEEDED
In short, the report demonstrates that more action is needed to improve working environments for BAME employees, as there are still gaps that need to be addressed on pay, progression and tackling bullying and harassment.
Commenting on the report findings, Sandra Kerr CBE, Race Campaign Director at BITC, stated: “In order to achieve a fairer workplace in the UK, we need to encourage all employers to hold themselves accountable and to be transparent about where they are, and what direction they are headed. We can see this in the evolution of ethnicity pay gap reporting over the past few years where many employers are measuring their pay gaps and taking action, but half of those measuring their pay gaps are still hesitant to speak publicly about it. Similarly many are recognising the importance of a zero-tolerance approach to bullying and harassment, but our results show this needs to be matched with consistent action.”
She believes that the goal for employers needs to be “creating inclusive organisational cultures where people can feel valued for their contributions” and “where differences are acknowledged as strengths rather than something that holds them back”. “Measurement is such an important lever for change and targets must be set at every stage, from recruitment through to retention and progression at all levels,” Kerr added.
RACE AT WORK CHARTER
Although, employers are making progress to ensure their workplaces are truly the best places to work for employees from all backgrounds and ethnicities, “this important work must continue”, stressed Kerr. “We are encouraging employers to go even further. One year on from the launch of the Race at Work Charter, we are calling on employers not only to sign up to the charter, but to encourage the key suppliers within their supply chains to sign up and take action.”
The Race at Work Charter is designed to foster a public commitment to improving outcomes of BAME employees in the workplace. It consists of five principles to ensure organisations address the barriers to BAME recruitment and progression, which include:
- Appointing an executive sponsor for race.
- Capturing data and publicising progress.
- Ensuring zero tolerance of harassment and bullying.
- Making equality in the workplace the responsibility of all leaders and managers.
- Taking action that supports ethnic minority career progression.
Since its inception last year, the Race at Work Charter has collected more than 190 signatories across all sectors. To sign up, or for more information on the charter, click here.
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