Executive Summary / Introduction
• BAME employees are less likely to be rated in the top two performance rating categories
• No significant difference in overall appraisal ratings between men and women
• Women and BAME employees are less likely to be identified as ‘high potential’ or be selected for leadership training overall
• 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
114 organisations took part in the 2014 Gender and Race Benchmark; 27 from the public sector and 87 from the private sector. 86 organisations submitted data on ethnicity.
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Of the 114 organisations participating in the benchmark, 86 were able to provide appraisal data by ethnicity. The consistent finding across all sectors was that a greater proportion of white employees rated in the top two performance categories.