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BAME KNOWLEDGE
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BAME Knowledge and Resources
We are continually adding BAME and BME issued reports which highlight or explore topics relating to Black, Asian and minority ethnics in the UK. If your organisation has recently issued a report relating to BAME, please could you submit using the form below.
Lambeth Equality Commission
Inequality in employment
The Commission has identified four groups of residents of particular concern in relation to inequality overall. These are Black African and Caribbean, Somali, Portuguese and people with disabilities. The evidence we are able to collect on employment and income allows us limited scope to consider these different groups individually, but we have set out the key evidence we have relating to the interaction of ethnicity, health and disability and labour market performance
Resolution Foundation
Ethnic minorities in the hospitality sector Comparing the experiences of hospitality workers from different ethnic backgrounds
This briefing note examines the experiences of workers in the hospitality sector from different ethnic backgrounds, and has been produced for the organisation ‘BAME in Hospitality’.1 There is a broad body of evidence showing that ethnic minorities experience disadvantage and worse outcomes in the labour market compared to people from a White British background, both in terms of rates of participation, and experiences when in work.2 This briefing note looks for evidence of differences in outcomes within the hospitality sector specifically.
Runnymede
Over-Exposed and Under-Protected The Devastating Impact of COVID-19 on Black and Minority Ethnic Communities in Great Britain
Black and minority ethnic people are over-represented in COVID-19 severe illness and deaths. This is according to almost every analysis of COVID-19 hospital cases and deaths in the UK by ethnicity carried out by the Intensive Care National Audit and Research Centre (ICNARC), Office for National Statistics, Institute for Fiscal Studies and Public Health England, among others. COVID-19 has had a devastating impact on ethnic minority communities.
creative industries federation
The state of diversity in the UK’s creative industries, and what we can do about it.
The lack of diversity across gender, disability, sexuality, age and socioeconomic
background also requires action. A snapshot of statistics shows:
• The percentage of women in the creative industries fell from 37.1 per cent in 2013 to 36.7 per cent last year,
although women hold 47.2 cent of jobs in the wider UK workforce
Gov Wales
Coronavirus (COVID-19) and the Black, Asian and Minority Ethnic (BAME) population in Wales
This article summarises findings from a range of analyses relating to the Black, Asian and minority ethnic group (BAME) population in Wales. It focuses on areas where the impact of the Coronavirus (COVID-19) and/or the subsequent preventative measures may disproportionately affect the BAME population. These analyses were drawn together to support the work of the First Minister’s Covid-19 BAME Advisory Group, which was established in April 2020 and will report on 22 June. This article summarises the analyses available to the Group up to 19 June 2020. However, new statistical analyses continue to be published regularly on a range of relevant topics.
Universities UK
BLACK, ASIAN AND MINORITY ETHNIC STUDENT ATTAINMENT AT UK UNIVERSITIES
We face significant challenges in terms of representation, pedagogy, curriculum reform and student experience. BAME students do not do as well at university compared with their White counterparts – the latest statistics show a 13% attainment gap. BAME staff are poorly represented in both senior academic and university leadership roles: of 19,000 people employed as professors in the UK, only 400 are BAME women. In a typical gathering of 100 professors, 90 would be white and there would be just two BAME women.
Public Health England
"Beyond the data: Understanding the impact of COVID-19 on BAME groups"
"There is clear evidence that COVID-19 does not affect all population groups equally.
Many analyses have shown that older age, ethnicity, male sex and geographical area,
for example, are associated with the risk of getting the infection, experiencing more
severe symptoms and higher rates of death. This work has been commissioned by the
Chief Medical Officer for England to understand the extent that ethnicity impacts upon
risk and outcomes."
Ministry of Justice
Black, Asian and Minority Ethnic disproportionality in the Criminal Justice System in England and Wales
The landscape of disproportionality for black, Asian and minority ethnic (BAME) individuals in the criminal justice system (CJS) is complex. Policing and specific policies, such as stop and search, are well evidenced and the subject of considerable debate in this arena.
Race Equality First
racial inequality in Wales
2021 marks the start of the journey towards the next examination of government’s progress in implementing the United Nations International Convention on the Elimination of All Forms of Racial Discrimination (ICERD). Race Equality First (REF) has been funded by the Equality and Human Rights Commission (EHRC) to deliver the Joint NGO Shadow Report for Wales on Racial Inequality. Over the past five months, REF held nine consultations and with feedback from many civil society organisations and the CERD Steering Group for Wales, drafted the Shadow Report for Wales to be submitted to the UN Committee for the Elimination of Racial Discrimination (CERD) to inform their 2021-2022 review of the UK.
University of Manchester
Improving employment outcomes for ethnic minority groups
Many black and minority ethnic (BME) groups experience labour market disadvantage. Through a series of policy reports, research undertaken at The University of Manchester has informed a number of strategies that seek to address gaps in ethnic minority employment by local authorities and their regional partners.
The Guardian
Black, Asian and minority-ethnic UK workers hit worst by Covid job cuts
Black, Asian and minority-ethnic (BAME) workers have suffered the brunt of job cuts during the pandemic, according to analysis that shows the number in employment has dropped by 26 times more than the drop in white workers over the same period.
Centre For Social Justice
FACING THE FACTS: ETHNICITY AND DISADVANTAGE IN BRITAIN
"Since its inception, the CSJ has changed the landscape of our political discourse by putting
social justice at the heart of British politics. This has led to a transformation in government
thinking and policy. For instance, in March 2013, the CSJ report It Happens Here shone
a light on the horrific reality of human trafficking and modern slavery in the UK. As a direct
result of this report, the Government passed the Modern Slavery Act 2015, one of the
first pieces of legislation in the world to address slavery and trafficking in the 21st century"
The Office for National Statistic
Unemployment by ethnic background
The unemployment rate for people from a minority ethnic background was 8.9% in January-March 2021, up from 6.3% in the same period the year before. The unemployment rate for people from White ethnic backgrounds also rose, from 3.9% to 4.7%. Unemployment rates for people from both White and minority ethnic backgrounds are below the rates seen prior to the economic downturn in 2008.
BRIGHTON AND HOVE
RACE EQUALITY OF EMPLOYMENT AND SKILLS IN THE CITY
Brighton & Hove has a strong reputation for its laid-back, liberal feel and its positive sense of inclusiveness and diversity. This reputation is reflected through ‘Pride’, and the profile and efforts to support LGBT equality issues in the city. It is also based on the city’s youthful vibe, and Brighton & Hove as a seaside destination and a place of expression and relaxation. However, this reputation is not always the experience of all people. Almost inevitably there are levels of inequality in a wide spectrum of activities and elements of social, health and economic life
Cass City
Reflections on the labyrinth: Investigating black and minority ethnic leaders’ career experiences
Black and Minority Ethnic (BME) employees appear to experience more difficulty reaching senior leadership positions than their white counterparts. Using Eagly and Carli’s (2007) metaphor of the labyrinth our aim was to give voice to black and minority ethnic managers who have successfully achieved senior management roles, and compare their leadership journeys with those of matched white managers. This paper used semi-structured interviews and attribution theory to examine how 20 black and minority ethnic and 20 white senior managers, from a UK government department made sense of significant career incidents in their leadership journeys.
Employment Relations Services Association
Race, Ethnicity and Employment: Addressing disparities and supporting communities
"The Race Disparity Audit is a wide-ranging
document, accompanied by a new ethnicity facts
and figures website which consolidates data
on education, employment, health and criminal
justice outcomes for different ethnic groups."
TUC
BME women and work
"Black and minority ethnic (BME) women are around twice as likely as white workers to be employed in insecure jobs, according to a TUC analysis.
The analysis shows that around 1 in 8 (12.1%) BME women working in the UK are employed in insecure jobs compared to 1 in 16 (6.4%) white women and 1 in 17 (5.5%) white men. The TUC says that many of these roles are in vital front-line services like health and social care. "
Care Quality Commission
Inequality in recruitment outcomes for Black and Minority Ethnic staff within the Care Quality Commission
"The CQC sets itself high standards on equality, diversity and inclusion. It sets
standards on those issues in the course of its inspections of services, and these
include a recognition that the treatment of staff impacts on the care of patients.
It became clear from the CQC 2016-17 workforce and staff survey data that the
CQC was falling short of the standards it had set itself in respect of some aspects
of equality, diversity and inclusion, particularly in respect of the recruitment,
career progression and development of Black and Minority Ethnic (BME) staff. "
Carnegie UK Trust
Race Inequality in the Workforce: Analysing the state of play in the coronavirus economy
Black and minority ethnic (BME) individuals in the UK are both less likely to get in and get on in the workplace compared with their white counterparts. One in eight of the working-age population is from a BME background, yet they occupy only one in sixteen of top management positions.
CIPD
Addressing the barriers to BAME employee career progression to the top
Diverse organisations that attract and develop individuals from the widest pool of talent consistently perform better.
The McGregor-Smith Review
Race in the Workplace
Every person, regardless of their ethnicity or background, should be able to fulfil their potential at work. That is the business case as well as the moral case. Diverse organisations that attract and develop individuals from the widest pool of talent consistently perform better.
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