Benchmarking 2014 Analysis and Top Ten Organisations

Welcome to the results of the Gender and Race Benchmark 2014, the most comprehensive survey available of gender and race equality in the workplace. This is the third year of the Gender and Race Benchmark, with 114 organisations submitting confidential data - a 70% increase from 2012.

The 2014 Benchmark analysis confirms our advice to employers has delivered. Progress is driven from the top, change needs to be embedded into core processes, and line managers play a crucial role in creating equal work cultures. We know what works. We now need more organisations from every sector to use this knowledge and take action to close a gender employment gap that has no place in our 21st century workforce

- Kathryn Nawrockyi,
Director, Opportunity Now

Each participating organisation receives a bespoke and in-depth analysis report on how well they are doing on diversity, equality and inclusion. This enables them to analyse their workplace practices and inform targeted change.

This year, analysis of the Gender and Race Benchmark is being released in stages, starting with  papers that  focus on ‘Progression and Leadership’, ‘Performance and Appraisal’ and ‘Bullying and Harassment’  Fair Pay and Recruitment (the indepth analysis factsheets are available for members to download). One more  Benchmark insight paper will be released focusing on Strategy and Business Case.

 A core part of the Benchmark is publishing four unranked Top 10 lists of the best performing private and public sector organisations for race and gender in the workplace in 2014 – listed below. There are four new entries for 2014.

 

Key Findings 

 

Benchmark Trend: Agile working

Over three years, benchmarking organisations have recorded benefits of agile working:

  • 47% have seen an increase in morale
  • 39% have seen increased retention, and 36% have seen reduced absenteeism Organisations with more female managers are more likely to highlight senior agile workers as role models (61% of these organisations do this)
  • Organisations with more female managers are more likely to invest in technology to make agile working viable (89% of these organisations do this) The proportion of male agile workers (21.4%) in benchmarking organisations is catching up with the proportion of women (35.1%), particularly in the public sector at 29.5% and 36.3% respectively.

Opportunity Now members sign in / register to access this paper

 

Benchmark Trend:  Strategy and Business Case

  • 87% of benchmarking organisations have a business case for diversity and inclusion, with 77% updating it annually
  • Fewer organisations have a specific business case for race (60%) and for gender (61%)
  • 59% of organisations have a separate diversity business plan per business unit

Opportunity Now members: Sign in / register to access this paper>>


Benchmark Trend: Bullying & Harassment

  • Women are twice as likely to make formal complaints as men (0.31% compared to 0.17%)
  • BAME employees are more likely to make a formal complaint than white employees
  • BAME women are most likely to make a formal complaint overall (0.65%)
  • Organisations are taking more steps to turn ‘zero-tolerance’ policy into lived reality 
  • Increase in monitoring of complaints by gender (20% increase) and ethnicity (14% increase) between 2012 and 2014 
  • Increase in number of organisations and action planning to make proactive interventions 

Opportunity Now members: Sign in / register to access this paper U
se

Benchmark Trend: Fair Pay

  • The gender pay gap for benchmarking organisations is 16.6%.
  • One in five organisations has never conducted an equal pay audit (for gender). Three in five organisations currently carry out pay audits (for gender). The gender pay gap for private sector organisations (18.7%) is higher than the gender pay gap in public sector organisations (10.3%).
  • Less than half of organisations (44%) regularly monitor starting salaries for gender bias.

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Benchmark Trend: Performance and Appraisal

  • BAME employees are less likely to be rated in the top two performance rating categories (27.4% compared to 35.1% of white employees)
  • No significant difference in overall appraisal ratings between men and women 
  • Women and BAME employees are less likely to be identified as ‘high potential’ - 12.2% of women, 15.4% of men, 10% of BAME employees and 20% of white employees
  • Public sector is more likely to identify women and men as ‘high potential’ in similar proportions 
  • Public sector is less likely to identify BAME as ‘high potential’ in similar proportions as white employees 
  • Future leadership pipeline within the private sector is imbalanced for gender and race
  • Appraisal mechanisms feeding into leadership are more likely to rate women and BAME employees less favourably 

Opportunity Now members: Sign in / register to access this paper 
 

Benchmark Trend: Progression and Leadership 

  • BAME women are least likely to hold executive directorships (0.9%) and non- executive directorships (3.3%)
  • Executive directorships are less likely to be diverse by gender and ethnicity than non-executive directorships
  • White employees are more likely to be promoted overall than all other groups  
  • BAME women are more likely to be promoted than BAME men (BAME women overall promotion rate is 7.3% compared to 6.4% for BAME men)

Opportunity Now members: Sign in / register to access this paper
 

Benchmark Trend: Recruitment

  • There is a significant drop-off in the proportion of BAME graduates and apprentices progressing from application to hire stages of recruitment.
  • White candidates overall tend to progress from application to hire in similar proportions. This proportion increases among apprenticeship applications and is largest among graduate applicants.
  • The number of organisations ensuring ethnically diverse interview panels (where possible) has nearly doubled in three years (2012 – 2014), but fewer than 50% of organisations ensure this. sure ethnically diverse recruitment panels;

 Opportunity Now members: Sign in / register to access this paper OppoUse

 

Download:

 

 

Coming soon:   

  • Benchmark Trend: Strategy and Business case: In-depth analysis

 

 

Top Ten Private Sector Organisations

V2 Opportunity Now Top Ten Organisations Planter

 

 

 

 

 

 

 

 

 

Top 10 private sector organisations for gender: 

  • Accenture (new entry for 2014)
  • BT plc
  • Capgemini UK
  • DHL Supply Chain
  • Enterprise Rent-A-Car
  • EY
  • National Grid
  • Nationwide Building Society
  • PwC
  • Royal Bank of Scotland

Top 10 private sector organisations for race:

  • Accenture (new entry for 2014)
  • BT plc
  • Enterprise Rent-A-Car
  • EY
  • KPMG LLP
  • National Grid
  • Nationwide Building Society
  • Pertemps Recruitment Partnership Ltd
  • PwC
  • Royal Bank of Scotland

Top Ten Public Sector Organisations

Top 10 public sector organisations for gender:

  • BBC (new entry for 2014)
  • Environment Agency
  • Foreign and Commonwealth Office
  • Genesis Housing Association
  • Home Office
  • Leicestershire Police
  • Ministry of Justice (new entry for 2014)
  • Ofcom
  • Royal Air Force 
  • Royal Navy

Top 10 public sector organisations for race:

  • BBC (new entry for 2014)
  • Circle Housing Group (new entry for 2014)
  • Environment Agency
  • Genesis Housing Association
  • Home Office
  • Leicestershire Police
  • Ministry of Justice (new entry for 2014)
  • Ofcom
  • Royal Air Force
  • Royal Navy

     

 

Race for Opportunity Top Ten planter