One and All
Industry Research - the facts
In an industry that is very diverse at grassroots level, En Passant wanted to find out whether those from ethnic minorities are progressing into middle and senior management roles, and if not, what were the barriers for progression?
En Passant spoke confidentially, via telephone interviews, to Managing Directors and Chief Executive Officers drawn from a variety of hospitality operations including contract catering, hotels, restaurant, facilities management and retail catering operations. Geographically, the companies were based throughout the UK.
For the purposes of this research, we investigated the progression of black, Asian and Eastern European employees. Traditionally, Eastern European employees would not be taken into account, however given the influx of immigrants from this area and the large numbers employed in our sector, their progression and potential barriers have been included for discussion in this review.
Government data held on workforce ethnicity
The major DCMS data references are as follows:
- 13% of people employed in the tourism industry are from ethnic minorities.
- The hospitality industry employs one of the highest percentages of staff from black and minority ethnics in the UK.
- Non-white employees make up 59% of the hotel and restaurant workforce in London.
- Migrant workers represent 60% of those employed in London’s hotel and restaurant sector.
Data held by People 1st
IMAGES HERE
Data produced by the Commission for Racial Equality
(now superseded by the Commission for Equality & Human Rights)
“A lot done, a lot to do”
-
The UK is a “place of inequality, exclusion and isolation.”
- 3.5% police officers, 4% of prison staff & 7% of court workers are from ethnic minorities
- Will take until 2080 before black, Asian and other ethnicities are properly represented in the House of Commons.
En Passant Research Data
% Ethnic Diversity
From responses from MD’s and CEO’s the %’s of those from ethnically diverse backgrounds
-
Unit Level
- Average 50% Black/Asian/Eastern European
- Middle to Senior Management
- Average 6%
- 44% had no one from an ethnically diverse background at this level
- Board Directors:
- Average 2%
- 81% had no one from an ethnically diverse background at this level
Policies and Practices
-
100% had some form of policy in the form of an Equal Opportunities Policy
-
87% felt that the company policies translated in real terms within the business
-
83% felt that all employees have an equal chance of progressing However:
70% of respondents named at least one potential barrier when questioned further about black, Asian or Eastern European groups
Barriers to Progression - Overall
-
Language/communication issues
- Written and verbal communication barriers
- Not as necessary on the ‘front line’ but vital in management
-
Qualifications and Experience
- Perceived differences in the quality of UK vs Non UK education
- Differences in the quality of local education for disadvantaged groups
- Initially a ‘step back’ is necessary to understand language and culture differences – then people can progress
-
Cultural/Religious differences
- Have to want to assimilate to an extent
- ‘Softer skills’ learnt from cultural background
Barriers to Progression - Black
-
Work ethic / lack of ambition – 22%
-
Education – 26%
-
Language / Communication – 13%
-
Effect of stereotypes – 17%
-
Lack of social support/role models – 10%
Barriers to Progression - Asian
-
Effect of religious beliefs on ability to deliver – 17%
-
Aspirations to work elsewhere – 30%
-
Family business / entrepreneurial spirit – 26%
-
Generally well respected with regard to work ethic and education
Barriers to Progression – Eastern European
-
Currently ‘English’ is a hurdle but this will quickly be overcome – 52%
-
Communities in UK less closed than other groups – more assimilation?
-
Very well respected with regard to work ethic and education
-
Very ambitious and bound to succeed; stay tuned…
|
