The leading British research and campaigning charities, The Fawcett Society and The Runnymede Trust produced this report in partnership. The former focuses on gender equality and the latter tackles racism. Between them, they have produced extensive research cited in academic journals such as ‘Gender, Work & Organisation’ around the Gender Pay Gap (GPG), and the comprehensive ‘Pay and Progression of Women of Colour Literature Review’. Alongside this report, this is a useful tool for examining the experiences of women of colour in professional environments. A list of key resources is included at the end of report.
This study was conducted by using a wide range of methods, including surveys, events, interviews and focus groups, involving more than 3000 women of colour. It explores the reasons behind the pay and progression gaps for women of colour and makes recommendations for employers, governments, unions, universities and self-employed women. The 108-page report addresses various stages of women’s careers, from first joining the workforce to leadership.
Recommendations for Employers include taking action on:
Recruitment Bias: make job adverts inclusive through salary and role description transparency, alongside offering flexible working. Anonymise CVs, use honest and representative interview panels, offer guidance on applicant expectations and adhere to transparent recruitment practices.
Progression Bias: draw up fair and transparent progression routes, use 360 appraisals, and link manager’s targets to organisational diversity and inclusion targets for retention and progression.
Training & Development: track training budgets and create mentor and sponsor opportunities.
Monitoring Culture: Develop an Anti-Racism Action Plan, produce ethnicity and GPG reports, segment ethnicity groups for a clear picture of employee’s needs and publish externally, create policies for reporting racism, and sign the Business in the Community (BITC) Race at Work Charter. For women in leadership positions, particularly, offering ‘stay interviews’ to provide a safe space to talk about their career experiences in relation to race and gender.
To find out more about the key concepts referenced in this summary, visit:
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