Our examination of the lack of diversity in the upper echelons of British power provoked strong responses from readers and suggestions for a path forward





‘One person described me as street’



I heard the managing director use the phrase “we have to find the nigger in the woodpile” twice in a board meeting. I have countless other examples of racially driven sexual innuendos, having my head rubbed, being referred to as aggressive. Recently one person described me (I’m a public school-educated company director) as “street”. - James, 43

‘I was told they wanted a good old British sort’

Once tried to get a job working on a military base as a doctor, but was told they wanted a “good old British sort” (I’m British, was born here) ... I applied for a board role at an NHS trust, my peers told me I had a good chance of being appointed. But the chair looked horrified and tried to put me off applying. Consultants hired to advise on the shortlist said I came across very well and was ready for the role. But the chair and CEO made the decision not to shortlist me, saying I wasn’t ready. The winning candidate – a lovely white person – wasn’t interviewed by the consultants, had less management experience than me and was less qualified.

Can I say this is related to my ethnicity? No, but to not even be shortlisted is suspicious. I haven’t complained; who would I complain to? I was also advised that one doesn’t want to come across as “difficult”. - Anonymous, 48

‘If you don’t drink you are left out’

Drinking culture is not as big in many BAME communities, but social drinking is a huge part of the culture of British companies. Those who are not drinking can make others feel uncomfortable. Over drinks is where many business decisions are made and if you don’t drink you are left out. I’ve worked in multiple professions in different industries and this has always been the case. - Anonymous, 31

Snowy peak syndrome: why UK organisations remain white at the top Read more

‘It’s like you start from zero and they start at 100’

I’m an Indian woman who works for a prominent NHS trust, I have an MBA from a top business school and I work extremely hard. Every time I ask for a career advancement, I’m told I don’t have the relevant experience. But I’ve seen white colleagues with far less experience being promoted to specially created positions. For brown females, it’s a case of “not good enough unless you prove otherwise”; for white colleagues, it’s the reverse. It’s like you start from zero and they start at 100. I’m scored more harshly if I make the same mistake, and given fewer points for the same achievement. At some point you realise what’s happening and you either become bitter or accept that life is unfair. But when you are passed over for a promotion, it’s like a punch to the gut.

Organisations not only have to be fair but be seen to be fair too. Perceived and real inequality breeds disengagement, which leads to segregation and further inequality. - Anonymous, 35

‘Disenfranchisement fosters contempt’



Disenfranchisement fosters contempt from the majority (why wouldn’t it if they think they’ve reached where they have through meritocracy) and fosters bitterness or feelings of inadequacy from minorities. - Miriam, 23

‘Younger BAME employees see racial slights where none are intended’

Historically this nation is white: it will take time for social change to filter through to the elite. My mixed-race children at a mostly white school see no disadvantage, and if anything are beneficiaries of an education culture that discriminates positively in their favour.

It would be interesting to see how many of the elite started life as the dreaded “White Working Class” – are the figures the same as for ethnic minorities, substantially better or substantially worse? Only by comparing against the similarly socially disadvantaged can a sensible conclusion be reached instead of playing identity politics with statistics. We should be far more concerned about the inequality between the elite and the rest of us than we are with splitting the rest into warring factions – that is just playing their game.

Tensions are increasing, with younger BAME employees willing to see and pursue racial slights where none are intended. Misunderstanding is rife, but no more so than between cyclists and motorists. This ferments resentment amongst fellow workers, while the elite couldn’t care less. - Peter, 44

Revealed: Britain's most powerful elite is 97% white Read more

‘Adopt white culture in order to move up’

In order to move up BAME people must adopt the culture: the acceptable way to speak, behave, eat, socialise. Also known as white culture. Emulating your white colleagues’ norms and views is just as important as working hard. - Serena, 35

‘How can our voices be heard?’

I spend time in Parliament and with small and medium sized companies. About two-thirds of the time I’m the only woman and 99% of the time I’m the only ethnic minority. How can our voices be heard? Nearly half the people who live in my school catchment area are from ethnic minority groups, but there isn’t a single BAME representative on the governing body for my children’s school. When I’ve brought the subject up I’ve been huddled into a back room and told this is an important point to raise, the school hadn’t thought about it because they’re all colour blind. - Anonymous, 44

‘Work harder than the locals, don’t complain’

I’m from India; I lived and worked in England for nearly 14 years. I faced discrimination, [but] England is not my country. Why should we feel we are getting a poor deal? If we feel we are being discriminated against, then get up and leave. Work hard, perhaps harder than the “locals”. Don’t complain. - Deepak, 64

‘You get pigeonholed’

I am a successful theatre director, I’ve been nominated for top awards and I’ve held an artistic director position at a top institution. I see white people being promoted much more quickly. They get given more opportunities because often artistic directors don’t see what a person from an ethnic minority background can bring to a play - other than to bring something “ethnic” to it. You get pigeonholed into making “BAME” work. The lack of diversity amidst arts journalists and critics is a huge problem because the cultural specificity of the work is often misunderstood. - Anonymous, 38

Play Video 2:25 The colour of power: why is the British establishment so white? – video

We asked: what can be done to broaden opportunity for BAME workers to progress to positions of power?

In the earlier stages of recruitment, reviewing applications without details of name/gender would be helpful. We also need an official system to name and shame organisations that lack diversity. - Kristel, 28

The Inequality Project: the Guardian's in-depth look at our unequal world Read more

Minority students disproportionately go to state schools, who are always a couple of steps behind in their understanding of access to elite professions. State schools with BAME (and working class) students should push to ensure that alumni maintain strong networks – nobody has stronger networks than independent boarding schools. State schools also need to keep up-to- date with the recruitment process of elite professions. Most now test soft skills and how comfortable you are in the corporate world – very much geared towards non-BAME students. - Miriam, 23

Powerful people often object to quotas, but they’re the only way ahead because organic change hasn’t happened in my parents’ lifetime or my lifetime. Companies have had long enough – conscious or unconscious the bias and imbalance needs to be changed. - Anonymous, 44

What’s important is that the government targets primary education spending on poor areas, many of which will be primarily BAME in nature because of the history of racism and the fact that most immigrant families are fleeing poverty. By simply targeting those in need at an early age, we will get there and stay there much more effectively than any patronising quotas. - Anonymous, 30



The candidate pool for any CEO position should by law be at least 14% ethnic minority. - Joanna, 33



There need to be financial penalties for organisations who fulfil equal opportunities requirements by having BAME staff but then keep them at the bottom. - Serena, 35

We need to end the practice of senior people being hired into organisations and then hiring their mates. - Anonymous, 25

