Positive role models make a difference

'Macho, bullying, and unfriendly workplace cultures' are a common experience of ethnic minority women in the UK labour market and workplace, according to a major new study published today, (Thursday, 5 July 2007) yet good management and positive role models make a difference.

Conducted by researchers from the University of Bristol and Queen Mary, University of London on behalf of the Equal Opportunities Commission (EOC); Workplace cultures: what does and does not work' explores the impact of workplace culture on women from three ethnic minority groups; Bangladeshi; Black Caribbean, and Pakistani.

The report reveals that although organisations have adopted often extensive equality and diversity policies, there exists an implementation gap between those policies and practice. Women in the three ethnic groups featured reported hierarchies in their organisations with respect to gender and race; considered lack of opportunities for promotion, alongside the devaluation of qualifications and experience, a major point of concern, and saw racism as being a regular characteristic of their employment. The role of line managers was seen as critical in this respect: a good line manager capable of ensuring harmonious and fair workplace relations, a bad line manager of reinforcing bad practice and driving ethnic minority women from the workplace

Many employers are aware that they cannot afford to overlook well-qualified young women from any ethnic group and recognise that a multi-ethnic and multilingual workforce will better serve the needs of customers in a multi-cultural world. Yet, despite a skills shortage, there is an under-utilisation of existing talent; Pakistani and Bangladeshi women are more heavily concentrated than white women in a ‘restricted' range of occupations (including retail, clerical and educational support work), whilst Black Caribbean women are concentrated in the public sector, frequently in lower level occupations than their qualifications and experience merit.

Ethnic minority women placed great importance on positive role models, and the research reveals a number of areas where strategies for change have been successfully implemented. Based on these, the report offers a set of guidelines (see notes to editors) to help organisations work towards a more diversity friendly culture. Crucially, it recommends that to make policies for promoting equality and diversity effective they need to be embedded throughout all levels of organisations and become part of both informal as well as formal cultures.

Professor Harriet Bradley, in the Department of Sociology at the University of Bristol, said; "There is an implementation gap between policy and practice, but our research demonstrates a number of examples of good practices which could be more widely adopted and make a difference to the working lives of ethnic minority women."

Professor Geraldine Healy, Queen Mary, University of London, added: "Organisations need to be alert to the complex and insidious ways that workplace cultures may act to the detriment of Bangladeshi, Caribbean and Pakistani women. Stereotypes persist and continue to influence decisions on recruitment and promotion. The value of role models was immense and provided evidence of what could be achieved."

Caroline Slocock, Chief Executive of the EOC, said: "EOC research shows that young Pakistani, Bangladeshi and Black Caribbean women are striding ahead in schools and university and are ambitious to combine a career with a family. Yet many employers are missing out on their skills and women from these backgrounds still find it difficult to get a job or to get promoted and many end up in certain types of work which is often low paid.

"As this research shows, there is much that employers can do to create a culture in the workplace that welcomes ethnic minority women and doesn't put barriers in their way. Simple things can help to develop what we call "cultural intelligence," such as reaching out to schools to demonstrate that all applications are welcome, ensuring work based social events are not always based around alcohol, which can exclude some people, and opening up flexible working at all levels to make it easier to combine work with family."