More than two in three Black professionals have experienced racial prejudice at work, according to a new report by global, nonprofit think tank Coqual. 

Although many have downplayed the existence of systemic racism in the UK, Black professionals who experience daily microaggressions and barriers to advancement in the workplace confirm it exists. Coqual reported earlier this year that nearly half of Black UK professionals surveyed say race is one of the aspects of their identity that most impacts the way people see or treat them at work. Its new report, Being Black in the United Kingdom, that documents how race shapes the Black professional experience in the UK and uncovers data-backed differences within the diverse Black community along the lines of gender, heritage, social class background, and other layered identities.

“For far too long, the voices and experiences of Black professionals have been ignored. This new report sheds light on these experiences while illustrating what’s at stake for companies that choose to ignore the bias and barriers Black employees face,” said Lanaya Irvin, CEO of Coqual. “Our data and insights reveal that race is a salient and critical factor and provides ways for companies to make real, sustainable changes that will set the course and foundation for Black professionals to thrive in the workplace.”

MICROAGRESSIONS AT WORK

The new report, which surveyed more than a thousand college-educated professionals in the UK found that:

• Black professionals are 81% more likely than White professionals to say their companies are “not at all” or only “slightly” fair.
• More than half (52%) of Black women and 46% of Black respondents overall intend to stay at their companies for just two years or less, compared to 34% of White professionals.
• When it comes to their aspirations, 63% of Black professionals surveyed say they are very or extremely ambitious – a higher percentage than any other racial group surveyed.

Coqual found that Black professionals in the UK face a steeper climb than their colleagues recognise. More than three in four (76%) Black professionals surveyed say Black employees have to work harder to advance, while only 30% of White professionals, 42% of Asian professionals, and 52% of mixed-race professionals say the same. According to the survey, Black professionals experience 13 microaggressions more frequently than their White and Asian colleagues do; acts that underestimate, invalidate, and tokenise them, among others.

“Black professionals in the UK are experiencing harsh daily realities,” said Julia Taylor Kennedy, Coqual’s Executive Vice President. “While many companies are having more conversations about race at work, they are not leading to much action – which can be incredibly dispiriting. In our study, we provide a framework for action.”

UNFAIR TREATMENT AT WORK

Prejudiced attitudes and encounters take many forms and show up daily, forcing Black professionals to anticipate and endure negative treatment. Coqual finds more than two in three Black (68%) and more than half (58%) of mixed-race professionals surveyed say they have experienced racial prejudice at their current or former companies, compared to White (28%) and Asian (50%) professionals who say the same.

The experiences of Black professionals in the UK are far from monolithic and corporate leaders need to understand the differences that exist within the UK’s diverse Black community. Coqual’s survey uncovers the unique experiences that Black professionals have based on heritage. Nearly half of Black Caribbean professionals (47%) surveyed say their organisation is “not at all” or only “slightly” fair, a higher rate than Black African professionals (35%). Black Caribbean professionals are also less likely than their Black African peers to say they can be themselves at work (40% versus 59%).

Meanwhile, Black African professionals in the UK face microaggressions that label them perpetual foreigners more frequently than Black Caribbeans do. Colleagues mispronounce their names and assume they grew up disadvantaged or are unfamiliar with UK culture. In interviews and focus groups, Coqual heard how these stereotypes serve as signals that Black African professionals do not belong or should not stay in the UK.

AUDIT, AWAKEN, ACTION

Coqual’s new report provides actionable solutions for organisations to build more inclusive workplaces for all. To help companies drive sustained, meaningful change, Coqual has developed a framework for action: Audit, Awaken, Act. This framework provides steps companies can take to advance their work in the DE&I space and build accountability throughout their ranks. The full report gives company examples, pointers, and pitfalls to avoid in each stage of the framework.

• Audit: First, assess the current state. Company leaders need to understand the current state of the Black professional experience and what inequities exist in the way Black professionals are treated, hired, evaluated, promoted, and compensated.
• Awaken: Bring those insights to the rest of the organisation through thoughtfully designed conversations and resources for the benefit of all employees. Leaders and employees alike need to have open discussions and educate themselves about the barriers Black professionals face.
• Act: With the knowledge and understanding developed in the Audit and Awaken phases, companies must build solutions that specifically target dismantling barriers for Black employees and establish accountability at all levels.

The study’s research partners and sponsors include The Executive Leadership Council (ELC), Johnson & Johnson, Bloomberg LP, Bristol Myers Squibb, Google, Moody’s Corporation, Morgan Stanley and The Walt Disney Company. Research advisors for the study, include Sophie Chandauka, Chair and Executive Founder, The Black British Business Awards & Head of Race Equity Group, the 30% Club; Sir Trevor Phillips Chairman of the Board at Green Park; and Nicola Rollock, Professor of Social Policy & Race at King’s College London.

Check out our article on how to deal with racism at work and promote anti-racist behaviour here.

Sign up for our newsletter