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POWERLIST 2008
The Numbers
The Mixed population had the youngest
profi le in England in 2005, with 46 per
cent aged under 16. The Other Black,
Pic: ©iStockphoto.com/Chris Schmidt
Bangladeshi and Pakistani groups also
had young age profi les, with 35 per cent,
34 per cent and 32 per cent respectively
aged under 16.
In all of these groups, the estimates
suggest there has been a decline in
the proportion of under 16s since 2001.
Census data showed that 50 per cent of
the Mixed population, 38 per cent of both
the Other Black and Bangladeshi groups,
and 35 per cent of the Pakistani group
were aged under 16.
Source: Social Trends 38, 2008 edition,
Offi ce for National Statistics
Ethnic Minority
need to recognise that the talent may not work. There are at least two examples of
Women in Public Life
be in a conventional package and that major UK businesses putting their heads There are over 882 national bodies across
diversity, and the resulting benefi ts come above the parapet and taking action to the UK, which have over 21,000 board
from different educational paths, lifestyles, change the faces of leaders at the top appointments to them.
experiences and therefore ideas. A diverse or their organisations through testing Source: Cabinet Offi ce Public
board will go a long way to inspiring and exploring new ideas and putting in Appointments 2006
those within an organisation to reach place strategies that engage employees,
their full potential, but also to increasing managers and leaders to diversify the As at 31 March 2006, 35.5% of public
competitiveness in an increasingly diverse senior talent pipeline. appointments are held by women. 6.5%
global business environment. We all know that two organisations (489) are held by ethnic minority women.
Current data shows us that the changing and 100 infl uential black people will not Source: Ibid
face of the UK is going to have a signifi cant change the face of UK business, but if we
impact on the skills profi le of a future leader. can inspire, encourage and reward those The Offi ce of the Commissioner for Public
Some BAME (Black, Asian and Minority that have started the engine and work with Appointments (OCPA) has recruited a
Ethnic) communities are accelerating in government to put a foot on the accelerator, central list of 22 independent assessors,
growth, migration to and from the UK and we are bound to gain speed before long. 13 of them are women, two of whom are
an increasing focus on global markets ethnic minority women.
enabled through technology will require Source: Offi ce of the Commissioner for
leaders that refl ect the new employee and Public Appointments (OCPA)
customer stakeholder groups.
From my experience, one of the key As of 30 June 2007 24% of Chairs of
challenges we need to overcome is national health-related bodies were
encouraging ethnic-minority teenagers, held by women and within these bodies
entry-level workers and current employees 40.8% of non-executives were women,
to stand up and be counted in the race 3.3% of whom were from minority ethnic
for leadership. Inspiration from the communities.
Powerlist and our Race for Opportunity Source: Data from the Appointments
members is just one way we can show the Commission which is the independent
next generation that with the right work public appointments agency, sponsored
ethic, commitment and self-belief, the by the Department of Health
opportunities will become available. Some
of our members are already looking beyond As of 30 June 2007 35.5% of chairs of local
their offi ce walls at the potential talent in NHS boards were women, 3.8% of whom
the local communities. were from ethnic minority communities.
This year’s Race for Opportunity Awards 39.2% of non-executives on these boards
entries demonstrate how employers are were women, 5% of whom were from
taking action across the wide spectrum ethnic minority communities.
of the talent pipeline from children in The writer of this article, Sandra Kerr, who wants Source: Ibid
schools, colleges and universities into to see more diversity in British boardrooms
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