Page 5 - 2018 Powerlist
P. 5

The search is on



                                                  for more female



                                                  Powerlistees






                                                  This year we are proud to announce that the Powerlist has the
                                                  largest number of women since its inception, both in the top 10 and
                                                  on the overall list, including the number-one slot.
                                                  Around the time of the launch of last year’s publication there were
                                                  three related reviews looking at the position of BME people on
                                                  boards/at work. Hot off the press in 2017 is the Government’s first
                                                  Race Disparity Audit.
                                                  The Parker Review focused on the FTSE 100 boards. Of the total
                                                  1,087 director positions, UK citizen directors of colour represent only
                                                  about 1.5% (14% BME in the UK population). A total of 53 of the 100
                                                  companies did not have any directors of colour.
                                                  The Policy Exchange report “Bittersweet Success? Glass ceilings for
                                                  Britain’s ethnic minorities at the top of business and the professions”
                                                  reported that minorities are increasingly getting into prestigious
                                                  jobs, but not always going as far or as fast as their white peers due to
                                                  closed insular cultures; the hidden biases in the hiring and promotion
                                                  exercises; lack of pipeline of minority talent and a reluctance of
                                                  minorities to put themselves forward for promotion.
                                                  The McGregor-Smith report found that there are not enough BME
                                                  role models in the workplace, particularly in the upper ranks. The
                                                  potential benefit to the UK economy from full representation of BME
                                                  individuals across the labour market through improved participation
                                                  and progression is estimated to be £24billion a year, or 1.3% of GDP!
                                                  The Race Disparity Audit report shows a complex picture. Suffice to
                                                  say that there is still a long way to go, as its foreword acknowledges.

                                                  The Powerlist plays an invaluable role. All members past and
                                                  present are role models. But we need to find many more in all
                                                  fields, particularly women. To this end, while saluting the work you
                                                  do, we invite you to use your influence to encourage and support
                                                  colleagues and friends to enable them to be future members of the
                                                  Powerlist.
                                                  Dame Linda Dobbs
                                                  Chair, Powerlist Judging Panel
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