There is a deafening tranquillity over race in Britain’s boardrooms.
So say the professional bodies that sketch UK management in a report on ethnic diversity .
Black, Asian and minority ethnic classifies (BAME), it says, are hugely under-represented in key management roles.
Only 6% of guidance jobs in the UK are held by minorities — yet they make up 12.5% of the working populace. And businesses doesn’t want to talk about it, the report says.
Regardless how, business is quite happy to talk about gender equality.
Concerting to the report, «Delivering Diversity», produced by the Chartered Management Institute (CMI) and the British Academy of Guidance (BAM), 75% of the FTSE 100 companies surveyed now set progression targets for gender and 71% proclaim related data.
Why, asks the report, can they not do the same about rallye?
To be fair it’s not all businesses. The report says that 54% of FTSE 100 concert-masters are actively championing greater diversity in their boardrooms.
But that make an exits 46% who aren’t, and only 21% who think it’s worth publishing extent targets and information.
Pavita Cooper chaired the Carrying Diversity Research Advisory Board.
She told the BBC’s Today programme: «Overseers themselves said to us they sometimes feel deeply nervous nigh talking about the issue of race. They are not quite sure what idiolect to use, they’re nervous about starting a conversation without offending someone.»
Petra Wilton, vice-president of strategy for the CMI said: «Too many leaders have been silent on tear and ethnicity and it’s time for change. The progress we’ve started to see on gender diversity be being presents how business can build momentum on the issue.»
One BAME manager, cited in the dispatch, described the appointment procedures in the upper echelons of corporate Britain in sharp terms: «White middle-class men from elite schools and universities, who gravitate to recruit people like them in their company.»
Raph Mokades is the progenitor and managing director of Rare Recruitment agency, which specialises in purpose ethnic minority graduates.
He thinks the FTSE 100 index doesn’t word the whole story. He said: «Our client base is somewhat uneven. You thinks fitting find the law firms in particular making real efforts to recruit from ethnic minorities, the banks too and the clear sector. But I don’t see much of that happening in, say, the construction sector.»
He divides the stews in two. On one hand there’s the institutional obstacles where a company recruits in the conduct of a gentleman’s club, where white men employ other white men.
Then there is the other enigma where the candidates themselves fall down because, as he says, throngs do not «assess ability, but assess familiarity with a way of thinking.»
Intellectual sleight of hand
«Let me give you an example,» he says. «I had a candidate come back rejected from after an evaluation and got the feedback: Qualifications — tick. Personality — tick. Brain power — tick. Sage dexterity — a problem.
«This is the ability to sit around a table, take a place, argue it, change that position, you know, talk about whether anyone should lay out £10,000 on a handbag, that sort of thing.
«It’s what middle-class kids are bring about a displayed up doing, sitting around a dinner table with their roots. But she wasn’t middle-class, she hadn’t even had a dinner table. And this species of dexterity is an important quality in many, many professions.»
There are other hornets nests for ethnic minority candidates. Mr Mokades cites research which stages Chinese women are seen as being too passive and lacking in assertiveness, while teenaged black men can avoid eye contact and adopt a monotone when talking to men in authorization.
These things can be taught, and Rare provides courses and one-to-one coaching to educate up its graduates.
Pavita Cooper said: «I think we are seeing progress at the listing level. Some organisations have up 20% of their graduates from a BAME unnoticed … but you don’t see those numbers translating through to the top of the organisation.»
The bottom job
For the companies that ignore ethnic minorities there may be a financial handicap.
In 2012 McKinsey consultants published research into 180 publicly crafted companies in France, Germany, the United Kingdom, and the United States.
It ground the most diverse companies (those it described in the «top quartile» of the sample) had a carry back on capital that was 53% higher than those in the bottom quartile. Profits (EBITDA) in the top quartile were 14% soprano than those of the least diverse companies.
McKinsey admits the affiliation wasn’t necessarily causal: having a diverse board of directors wasn’t an knee-jerk route to riches.
It said: «While we can’t quantify the exact relationship between difference and performance in such cases, we offer them as part of a growing solidity of best practices. These successful companies are simultaneously pursuing top-team variation, ambitious global strategies, and strong financial performance.»