BME IN THE WORKPLACE!

According to recent statistics 46% of BME individuals in the UK reported that they were encouraged to commence a role that did not reflect their career aspirations or academic credentials at the time. It was also found that 59% of BME Brits aspired on leaving school to secure a role at a senior management, or board level.

However, 50% noted there were no prominent role models of their ethnic profile in positions they aspire to, while three quarter (75%) said that their professional success had been down to personal merit, convictions, and perseverance and not due to guidance or academic support.

Also Half (50%) said they were the first generation in their family to attend university, comparing to 26% of non – minority ethnic correspondents.

It was also found that ethnic minority are not being supported when entering work, despite their high potential and aspirations. This indicates that young ethnic minority people have significant levels of professional aspirations, if supported that should in theory enable them excel within their chosen professionals careers. This is however far from the reality when assessing the BME representation at senior management, board and director level!

Businesses have the obligation to ensure that everyone is able to progress in their career. That it is shocking reality in 2018, workplace does not nurture and support BME talent in a manner that reflects the undeniable aspirations prominent in this community. As a society of business leaders, decision makers, professionals and commentators, there is the obligation to ensure that intention is met with action, to ensure the workforce in its entirety has access to a democratised career ladder that promotes inclusion for all at every level!