What are the issues?

• By 2011, only 20% of the workforce will be white, able bodied, male and under 45
• The population is aging, this year people of pension age outnumber under 16’s for the first time ever and in the past 10 years employment in the over 50’s age group has risen almost 25%
• Between 2001 and 2020, ethnic minority people are expected to account for over 70% of the growth in the UK population aged 16-59
• In London, the hotel and restaurant sector consists of 40.8% female and
  44.1% BAME (black, Asian and minority ethnic) employees
• Nearly one in five people of working age (6.9 million, or 19%) in Great Britain are disabled

Yet:

• Only 2% of Board Directors in our industry are from a black, Asian or minority Ethnic (BAME) background
• Only 6% of middle management positions in our industry are occupied by BAME employees
• Fewer than 6% of company directors are women and at the current rate of progress it will take another 73 years to have equal numbers of female directors of FTSE 100 companies and 200 years for equal numbers in Parliament

As you can see from these facts and figures we have a population that is changing very quickly. The UK is made up of people from all around the globe, male and female, with different beliefs and cultures, different sexual orientations and various abilities and disabilities.

But do all these groups get recognised equally in the workplace? And if not, why not?

Well, that’s what the One and All Foundation is trying to find out, and as we learn more about it all we want to share it with you.

What do we think so far?

We are just beginning to understand some of the core issues and to discuss ways to enable businesses and individuals to remove or reduce the potential barriers.

It is not simple and there are many factors involved, some include:

• Everyone has to believe that they have a real opportunity in our sector – they need us to tell them and to show them others who have succeeded.
• Some people are less likely to ‘put their hand up’ for development opportunities or promotions – despite possessing the talent – we need to tap them on the shoulder.
• We are all human and subconscious biases are natural. There is a tendency for people to nurture and develop people that they naturally identify with – this can lead to a self perpetuating cycle and the sidelining of individuals from some groups. We need to understand this, get to know our biases and actively override them when we are making decisions that affect others
• There are currently a lack of visible role models for people identify with and aspire towards…

In the end, it’s about 2 groups learning more and working together:
Businesses - employers and managers need to work on understanding and removing barriers that prevent the recognition and development of talent.
Individuals need to help industry learn and become an open, inclusive environment.