Executive Summary / Introduction
• BAME women are least likely to hold executive directorships and non- executive directorships
• BAME women are more likely to be promoted than BAME men
• Executive directorships are less likely to be diverse by gender and ethnicity than non-executive directorships
• White employees are more likely to be promoted than all other groups
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Whilst the pressure on organisations to achieve better gender balanced boards has continued, our benchmarking organisations have also been turning their attention to ethnicity on boards. The rise in unconscious bias training for recruitment panels is welcome as our 2012 benchmark report correlated this intervention with a positive impact in recruitment and progression of BAME and female talent.