Key findings
•    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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If you are serious about change, you as CEO's need to take the lead on women’s progression, moving this from a diversity initiative to a core business priority.

Without senior women, why would you think you can progress? You need to see them at all levels so you know you can be there too.

- Focus Group Participant

Create a truly agile organisation, with women and men able to work in a way that makes them productive and engaged.
Demonstrate visible leadership in tackling bullying, harassment and sexual harassment; send a clear message to all employees that poor behaviour should be called out and turn ‘zero tolerance’ policy into a reality. Provide informal methods of reporting.
Consult with women in your organisation about the changes they would like see to enable more women to succeed.
For the purposes of our analyis and report, we refer to this group of industries collectively as the STEM sector:  This includes, Construction, Manufacturing, Oil, Gas, Electricity, Water Supply, Waste Management, Scientific & Technical Services and Telecommunications / Information Technology.
Useful statistics and actions on how to address occupational segregation in the Science, Technology, Engineering and Mathematics industries.
A two part toolkit designed to assist the building of a robust global diversity strategy.
Making Diversity Work for You and Your People. Many organisations are taking steps to ensure employees are placed to give their best performance, to recruit from a widening talent pool and to empower their managers with inclusive leadership qualities. The trends analysis from  the Opportunity Now and Race for Opportunity benchmaring survey represents findings from 76 UK employers, representing a combined workforce of 1.3 million.