Climbing to the Top: The Plight of Black and Minority Ethnic Leaders

When my parents came to the UK in the 1950s, they were often greeted with signs of no blacks, no Irish, no dogs. Whilst the demographic of the UK has changed considerably during the past 60 years, this demographic change is not reflected in the boards of the organisations of today. They are not reflective of the people who work for them, or the communities that they serve.

Whilst the BME (black and minority ethnic) community may not face such overt racism as was the case back in the 1950s, what has changed? Despite equality legislation to protect BMEs against racial discrimination, many of the challenges regarding progression in the workplace remain the same.

The potential benefit to the UK economy from full representation of BME individuals across the labour market through improved participation and progression, is estimated to be ￡24bn a year according to Race in the workplace: The McGregor-Smith Review.

As some would say, this country is seriously missing out on the power of the black pound.

The report highlights the significant disparity between the progression of BMEs and their white counterparts. On Tuesday, I was interviewed on the BBC Radio 5 Live breakfast show and asked my views on the findings of the report. Unfortunately, there’s not a great deal I could say in just 3 or so minutes, so I shall share some of my views here.

Black women have to contend with the double glazed glass ceiling

Not only do BME women have to contend with the corporate glass ceiling as our white counterparts do, we also have to contend with the barrier that is the colour of our skin. We have to be able to blast our way through the double glazed glass ceiling.

The report goes some way to setting out answers for the solution but I believe that the solution lies far wider than the business arena. It lies with society as a whole. Schools, the Government, the media, business, other institutions, all play a part in contributing to the solution.

The report highlights how unconscious bias, even conscious bias is prevalent to the problem. Research shows that birds of a feather really do flock together and that we are more likely to favour people with similar characteristics as our own. This I believe, is a significant factor, contributing to the lack of progression of BME employees making it to the boardroom.

We are very much products of our environments

We are very much products of our environments. Our beliefs and views having been shaped by the people around us and the influences in our lives growing up. Looking at the makeup of British boards, which lean towards white male, middle aged and middle class, there may be little association that many have had, both growing up and in their inner circle, with people of an ethnic minority background.

This coupled with a lack of self awareness, contributes to the unconscious bias that exists towards BMEs. With this lack of awareness, it is harder to appreciate and accept the differences that exist in those who are different to you.

In my article How Diverse is Your Pipeline: Developing the Talent Pipeline for Women and BME Employees, published in the Emerald, Industrial and Commercial Training Journal last year, I set out what organisations can do to increase the talent pipeline of women and BMEs.

The media has a role to play as well

The media regularly portrays BMEs in a negative light. Feeding in to the sensational, gruesome headlines the nation has come to accept and love, the media is quick to jump on a negative news story, fuelling the hype. After all, sensationalism sells. But for every negative headline regarding BMEs, there are many, many other positive stories going untold.

If you are a white, male, middle class CEO who has had little or no association with people of other races on a personal level, unless you are going out of your way and getting to personally know people of other races, these negative stories may bear influence on your views.

A lack of awareness of cultural differences

You are too aggressive, is a label that many black women who are leaders or aspiring leaders have had placed on them when they assert themselves. Which is ironic because some of these women are as gentle as a lamb. A lack of awareness of the differences in cultural temperament can lead someone to have a mistaken belief about an individual of a different race and culture.

This difference doesn’t make one person’s temperament right and the other person’s wrong, it just means that there is a cultural difference that has shaped who that person is today. Just because someone is not like you, doesn’t mean they are not as good as you.

Down to the pub with the boys after work on a Friday evening... A round of golf at the weekend... If opportunities are discussed, introductions made, bonds formed and doors opened at these informal ‘networking’ events, BMEs are less likely to participate in these types of ‘old boys club’ events and therefore miss out.

The government is establishing a Business Diversity and Inclusion Group that will bring together business leaders and organisations to coordinate action to remove barriers in the workplace and monitor employers’ progress, let us hope that this group is reflective of the people they seek to remove the barriers for.

My advice to aspiring BME senior leaders

As a black woman, or a BME in general, who is striving to carve out a senior leadership career, there is only so long you can fight a losing battle before it takes its toll and you start to grow weary. Create a vision for your career, not letting any limiting thoughts or beliefs cloud your view. Develop a plan as to how you will achieve this and let this be your road map. That way if you do get knocked back, or when you do get told no, because you know where you're going, it will be easier to pick yourself back up and move on.

To help you along your way, develop a strong support network, both from within and outside the BME community. Get a coach to help you overcome any self limiting beliefs, to challenge you out of your comfort zone, to help you to tap in to your full potential, to overcome barriers and achieve your goals.

Find a mentor, someone who has walked the walk before you. Someone whose experience you can learn from so you don’t have to make the same mistakes, and don’t just limit yourself to mentors who look like you. 

Draw inspiration from the role models that are leaders in their field. Identify someone who can be your sponsor and champion your cause.

Choose the right ‘battles’ to fight and don’t become discouraged. If you find that there is no scope for progression where you currently are, there are organisations out there that really are inclusive and welcome talent regardless of the colour of a person’s skin. Do your research and seek them out.

Don’t limit yourself and stay as you are and remember, if all else fails, or you get tired of the corporate politics, you can always start your own business.

Finally, be a beacon for the next generation. Stretch out your hand and pull them up the ladder behind you as you climb to the top.

What do you think can be done to increase the progression of BMEs here in the UK? I would love to hear your views so please share them below.

ABOUT ME:

I am The Coach for High Achieving Introverted Women, an Executive, Career, Business Coach, Writer, Speaker, UK top 50 Business Adviser and the founder of Abounding Solutions . With over 25 years coaching and leadership experience, I help women (with a particular emphasis on introverted women) to be authentic, bold, confident leaders and excel in their careers and businesses.

I also help organisations develop the talent pipeline of female employees so that more women make it to senior management roles.

I write here on LinkedIn, on my website and on Huffington Post on subjects to help women achieve optimal potential in their careers and businesses.

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