Report

The Inclusive Top 50 UK Employers 2016 Statistics

October 20th, 2016


Introduction:

A total of 90 companies completed the Inclusive Top 50 UK Employers Survey in 2016. The following report looks as different statistics and trends based on organisations who submitted evidence for BAME, disability, gender and LGBT employers at senior, executive and board level roles, as well as internal diversity networks.


Internal Diversity Networks

Statistics

14.4% had no internal diversity networks (13/90)

22.2% had religion/faith based networks (20/90)  

25.97% of total submissions with networks (20/77)

38.8% had disability related networks (35/90)       

45.45% of total submissions with networks (35/77)

44.4% had gender related networks (40/90)         

51.94% of total submissions with networks (40/77)

46.6% had race related networks (42/90)              

54.54% of total submissions with networks (42/90)

58.8% had LGBT related networks (53/90)              

68.83% of total submissions with networks (53/77)


Summary

Of the 90 surveys completed, LGBT focused networks had the highest percentage with 58.8% of all submissions running an internal LGBT network. With more than 10% difference, the second most common diversity related network was race at 46.6. Religion/faith related networks were the least common with only 20%, followed by disability at 38.8%. Gender related networks were cemented in the middle of the chart with 44.4% of all submissions running gender related networks.


Diversity at Senior, Executive and Board Level (Combined)

Statistics

BAME:

Average percentage of BAME employees represented at senior, executive and board levels= 10.9 %

33.3% of all submissions didn’t declare specific board level percentage (30/90)

30% of all submissions didn’t declare specific executive level percentage (27/90)

7.7% of all submissions had no statistics at all for BAME representation at senior, executive or board levels (7/90)

Gender:

Average percentage of women represented at senior, executive and board levels: 33.55%

20% of all submissions didn’t declare specific board level percentage (18/90)

27.7% of all submissions didn’t declare specific executive level percentage (25/90)

7.7% of all submissions had no statistics at all for gender representation at senior, executive or board levels (7/90)

Disability:

Average percentage of disability represented at senior, executive and board levels: 7.69%

43.3% of all submissions didn’t declare specific board level percentage (39/90)

43.3% of all submissions didn’t declare specific executive level percentage (39/90)

40% of all submissions had no statistics at all for Disability representation at senior, executive or board levels (36/90)

LGBT:

Average percentage of LGBT represented at senior, executive and board levels: 3.894%

51.5% of all submissions didn’t declare specific board level percentage (46/90)

50% of all submissions didn’t declare specific executive level percentage (45/90)

40% of all submissions had no statistics at all for LGBT representation at senior, executive or board levels (36/90)


Summary

The least reported data on average at board level was LGBT, with 51.1% of employees not holding this information. The highest reported was gender with 80% of participants providing stats. The same trend appears for statistics at executive level, with LGBT the least reported (56.7) and gender the most (72.3). 40% of companies provided no data at all for LGBT at senior, executive or board level, compared to 92.3% of all submissions providing data for BAME and gender statistics.


Specific breakdown for Senior, Executive and Board Level

BAME:

50% of participants provided specific statistics for BAME employees at senior level (45/90)

35.5% of participants provided specific statistics for BAME employees at executive level (32/90)

32.3% of participants provided specific statistics for BAME employees at board level (29/90)

Of the specific data provided, the results are as follows:

BAME representation at Senior Level: 11.982%

BAME representation at Executive Level: 9.984%

BAME representation at Board Level: 10.496


Summary

Senior level roles showed the highest percentage of BAME representation and the highest percentage of participants providing data. The least representation of BAME Employees was at executive level, with the lowest number of employers reporting board level statistics.


Gender:

50% of participants provided specific statistics for gender employees at senior level (45/90)

34.4% of participants provided specific statistics for gender employees at executive level (31/90)

43.3% of participants provided specific statistics for gender employees at board level (39/90)

Of the specific data provided, the results are as follows:

Gender representation at Senior Level: 39.073%

Gender representation at Executive Level: 28.6%

Gender representation at Board Level: 31.51%


Summary

Senior level roles showed the highest percentage of female representation and the highest percentage of participants providing data. The least representation of female employees was at executive level, with the lowest number of employers reporting executive level statistics.


Disability:

45.6% of participants provided specific statistics for disabled employees at senior level (41/90)

36.7% of participants provided specific statistics for disabled employees at executive level (33/90)

24.4% of participants provided specific statistics for disabled employees at board level (22/90)

Of the specific data provided, the results are as follows:

Disability representation at Senior Level: 2.069%

Disability representation at Executive Level: 1.906%

Disability representation at Board Level: 5.225%


Summary

Board level roles showed the highest percentage of disability representation, however, the lowest number of employers reporting this data, with only 24.4% of participants submitting evidence. The lowest representation of disabled employees was at executive level, with the highest number of employers reporting senior level statistics.


LGBT:

37.7% of participants provided specific statistics for LGBT employees at senior level (34/90)

28.8% of participants provided specific statistics for LGBT employees at executive level (26/90)

25.5% of participants provided specific statistics for LGBT employees at board level (23/90)

Of the specific data provided, the results are as follows:

LGBT representation at Senior Level: 3.396%

LGBT representation at Executive Level: 1.896%

LGBT representation at Board Level: 1.741%


Summary

Senior level roles showed the highest percentage of LGBT representation, and the highest number of employers reporting this data. Only 25.5% of participants submitted evidence for board level, showcasing the least representation of LGBT employees at 1.741%.


Conclusion

The lowest reported data at senior level was LGBT, with the highest being BAME and Gender.

The lowest reported data at executive level was LGBT, with the highest being Disability.

The lowest reported data at board level was Disability, with the highest being Gender.

From the results we can see that LGBT and Disability statistics are still largely undeclared, so the results are not necessarily a true reflection of an organisations workforce diversity. However, LGBT Networks are the most common internal diversity networks of our 90 submissions, suggesting that their statistics at senior, executive and board level are in fact higher than those reported.