Well, after a number of false starts, the day that anyone of Asian heritage in the UK has waited for has finally come and we have a Prime Minister of Indian descent. Whilst the UK was a global trailblazer in having women in the top role for a number of decades, every Prime Minister since records began has been white, until last week, highlights Sirsha Haldar.
Rishi Sunak’s background is one of great familiarity to many first-generation immigrants – born to parents of Indian Punjabi descent who immigrated to Britain in the 1960s. His story is one I am hopeful will have significant impact on workplace diversity, equity, and inclusion (DEI) in the UK.
Electing a person of Indian origin to the highest office speaks volumes of the progress the UK society has made. However, we still have some distance to cover, Data shows that despite ethnic minorities making up 14.4 percent of the UK population, only 1 in 16 top management positions are held by those from ethnic minorities. The appointment of Sunak presents, perhaps, the greatest opportunity for a generation.
The need to nurture talent
A two-year global pandemic, political instability in Eastern Europe, and a well-documented energy crisis have caused significant turmoil in the economy. As such, the UK – like many other countries – faces significant challenges now and in the future. For our economy and businesses to be globally competitive, it has never been more important to nurture and utilise all of the talent available.
Whilst over three-quarters (78%) of white people are employed in the UK, this compares unfavourably to only two-thirds (66%) of people from ethnic minorities. My hope is that Sunak’s appointment could become the catalyst for every person in the UK, regardless of their ethnicity, being able to fulfil their potential at work. Whilst we are currently a long way from this, there is an incentive to businesses. Significant evidence shows that inclusive organisations, which attract and develop individuals from the widest pool of talent, consistently perform better.
Time for businesses to take DEI seriously
It is important that businesses act. Workplace diversity is becoming increasingly important to staff. In fact, our recent People at Work 2022 research found that more than two-thirds (68%) of UK workers would consider looking for a job elsewhere if their employer had no DEI policy. Despite this, only three in 10 UK workers (30%) have noticed their employers make improvements in terms of DEI compared to three years ago. In fact, 15 percent thought this issue had gotten worse.
More than ever, employees want to work for organisations that take DEI seriously. Because of this, it is important that this subject remains firmly at the top of the business agenda. Failure to do so could lead to a shortage of talent in more forward-thinking organisations.
Go beyond providing lip service
It is not just those inside the organisation who want a commitment to DEI, but those outside the organisation too. A recent report found that the overwhelming majority (83%) of millennials feel that it is crucial that the brands they choose to support are aligned with their values.
It is important that organisations go beyond simply providing lip service to appease customers, though. To truly show support, the focus on DEI must be integrated into the very fabric of an organisation’s strategies and activities throughout the year. That said, there is no time like the present to get started. Having the first UK Prime Minister from an ethnic minority is a great reminder to review and update your policies, programs, and practices to align more closely with your staff’s ideals and values.
Competing on a global footing
I am proud that I work for an organisation that takes DEI seriously and for 73 years has remained at the forefront of helping employers understand the complex compliance, financial, and strategic issues surrounding workforce management.
Having a Prime Minister from an ethnic minority in office will hopefully have a positive impact on workplace diversity and inclusion throughout the UK. And not before time. It is something that needed to be taken far more seriously within our shores.
It is time to reset. Employers need to put themselves at a competitive advantage so that they can seek out the best candidates from the widest talent pool. If they do not deliver equality of opportunity, businesses will increasingly struggle to retain the highly skilled people they need to compete on a global footing.
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Sirsha Haldar, General Manager of ADP UK, Ireland, & South Africa.
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
- Amelia Brand
- Amelia Brand
- Amelia Brand
- Amelia Brand
