What's causing the gap?

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Representation

Recruitment and development

At City & Guilds we note under-representation of black and minority ethnic employees within our leadership.

We will do more to support our existing black and minority ethnic leaders, as well as recruiting and supporting the leaders we hope to attract in the future.

Our sector

We support the Black FE Leadership Group’s ten-point plan from 2021, building on the Commission for Black Staff in Further Education’s 2002 report.

Black FE leadership group
The commission for black staff in FE

Our responsibility

We recognise that City & Guilds plays a key role in the skills sector and endeavour, wherever practicable, to work collaboratively to ensure that best practice in racial equality is adopted and shared widely across it.

Under-representation in all sectors

The Green Park Business Leaders Index 2020 revealed that there were ZERO black leaders in FTSE 100 companies, having decreased from 0.9% in the previous year and 1.4% the year before. There was a small degree of representation of other minority ethnic groups with 10/297 (3.4%) leaders in the Top 3 roles (Chair, CEO and CFO) being of ethnic minority backgrounds. Excluding these top positions, the percentage of black Executive Directors and Non-Executive Directors was 1.1%.

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Our actions

  • Select 1.5x more eligible black employees and employees of mixed ethnicity for management and leadership development programmes than eligible white employees per year to 2025.
  • Improve diverse hiring practices for all roles, including for senior positions (all roles recruited in FY22 at Head of Function level or above to be shared with diverse agencies and recruited using diverse selection panels; positive action to be applied to candidate attraction).
  • Develop a career choice framework that supports and enables ethnic minority employees (specifically those of black and black/mixed ethnicities) to progress their careers. Specific considerations will be made to support development of equity and readiness, enabling success in role (approach scoped, designed with support from colleagues of colour and agreed by July2022, ahead of performance/priorities year 2022/23).

How can you help as a City & Guilds employee?

Support the change by self-disclosing your data so we can have a more accurate picture of our workforce demographics.

How to self-disclose my diversity data
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