The New View Report

2016

BAME representation in the Public Sector

Published by Elevation Networks

April 2016 Author: Samuel Steel

2

Foreword

I am privileged to serve one of the most diverse communities in

Britain - my constituency in Leicester East has a rich cultural and

ethnic demographic. As a first generation immigrant myself, I have

watched the great strides made forward in terms of the treatment

of ethnic minorities in the UK with pride. However, the extent to

which my constituents – almost two thirds of whom identify as non-

white – feel represented in public life is an issue of constant concern

for me.

As the battle against visible racism is increasingly fought from many

sides in the UK, a multitude of other issues regarding ethnicity have

come to the fore.

That is why this research and the wider work that Elevation

Networks carries out is of overwhelming importance. Diversity in any sector or field is fundamental –

first and foremost in terms of equality and representation, but also because neglecting to capitalise

on the diversity of talent is a move towards failure.

The public sector is now lagging behind the private sector in terms of diversity, and this isn’t

acceptable. Public services, set up to serve the needs of the nation and staffed with individuals paid

with taxpayer’s money, must be representative of the public, and indeed the specific communities

they serve.

This research shines a necessary spotlight on those departments, bodies and agencies that fail to

represent the UK population – either in terms of general organisational make up, or at senior level.

Yet this publication does not criticise for the sake of critique alone; it performs a hugely important role

in highlighting the shocking lack of diversity at senior levels in the public sector, while also paying

tribute to the advancements that have been made.

We should certainly celebrate the progress that has been made in recent years – the public sector is

indeed more diverse than ever. But we must also take action to the current situation, and to recognise

that to achieve our full potential as a nation we must involve the brilliance of the whole nation – in all

of its rich diversity of colour, creed, and religion - in the future we wish to build.

Rt Hon Keith Vaz

3

Contents

EXECUTIVE SUMMARY .......................................................................................................................................................... 4

Methodology ........................................................................................................................................................................ 4

Key Findings .......................................................................................................................................................................... 4

Policy Implications and Recommendations .......................................................................................................................... 5

Introduction ............................................................................................................................................................................... 6

The Launch of New View 50....................................................................................................................................................... 7

Background to Public Sector Employment ................................................................................................................................. 7

Methodology and Approach ...................................................................................................................................................... 7

BAME Representation in Public Sector Leadership .................................................................................................................... 9

Ministerial Departments ....................................................................................................................................................... 9

Non-Ministerial Departments ............................................................................................................................................. 11

Agencies and Public Bodies ................................................................................................................................................. 13

Diversity in Government Agencies by Seniority .................................................................................................................. 15

High Profile Groups ............................................................................................................................................................. 16

Public Corporations ............................................................................................................................................................. 17

Diversity in the Public Services ................................................................................................................................................ 18

Police................................................................................................................................................................................... 18

Judiciary .............................................................................................................................................................................. 18

Teachers .............................................................................................................................................................................. 18

Armed Forces ...................................................................................................................................................................... 18

NHS ..................................................................................................................................................................................... 19

Fire and Rescue Service ...................................................................................................................................................... 19

Representation in Public Life ................................................................................................................................................... 19

Diversity in Parliament ........................................................................................................................................................ 19

Police and Crime Commissioners ........................................................................................................................................ 20

Policy Implications & Recommendations ................................................................................................................................. 20

Addressing the Public Sector BAME Leadership Challenge ................................................................................................. 20

Supporting, mentoring and nurturing BAME talent ............................................................................................................ 21

Diversity Outreach .............................................................................................................................................................. 21

Increasing Entry-Level Opportunities .................................................................................................................................. 22

Conclusion ............................................................................................................................................................................... 22

References ............................................................................................................................................................................... 24

Appendices .............................................................................................................................................................................. 28

Public Sector Agencies and Public Bodies with no Visible BAME Leadership...................................................................... 28

Public Sector Organisations Surveyed (Correct as of March 2016) ..................................................................................... 32

Table of Figures

Figure 1 Departments, agencies and public bodies, UK Government, 2016 .............................................................................. 8

Figure 2 Office for National Statistics (2015c) Annual Civil Service Employment Survey 2015 ............................................... 15

4

EXECUTIVE SUMMARY This report examines the current representation level of BAME leaders within the public sector. Over

500 public sector organisations were surveyed, including over 2,600 department heads, executive and

non-executive boards, departmental ministers, trustees and high-profile committee members.

Methodology Elevation Networks used a subjective approach examining the ethnic background of names and visual

profiles of senior department heads, boards and other high-profile members as listed on each

organisation’s official website. Elevation Networks examined the leadership boards of 489

government organisations, incorporating 24 ministerial departments, 22 non-ministerial

departments, 11 public corporations, 372 agencies and public bodies and 75 high profile groups.

Key Findings Elevation Networks identified 2,623 senior public sector leaders, comprised of directors, board

members, chairs, commissioners and committee members. Of the senior leaders identified just 91

(3.5%) were from non-white ethnic minority backgrounds.

Of the 24 ministerial departments surveyed 15 (62.5%) did not have any visible BAME ministers

or executives. The Foreign and Commonwealth Office, the Ministry of Defence and the

Department of Health were some of the more high profile ministerial departments not to have

any visible BAME representation at leadership or ministerial level.

Of the 22 non-ministerial departments just 4 (18%) had any visible BAME representation. Non-

ministerial departments with no visible BAME representation at executive level included the

Crown Prosecution Service, HMRC and UK Trade and Investment.

From a total of 372 agencies and public bodies 198 (53.2%) had no visible BAME representation

at leadership level. High profile agencies which did not feature any BAME members in senior

positions included the government’s Equalities Office, the Met Office and the Probation Service.

From the high profile groups surveyed we estimate that around 49 did not have any BAME staff

within their strategic leadership and executive teams, including Border Force and HM Passport

Office and the Government’s Planning Inspectors.

The UK Civil Service publishes diversity data for some 201 government agencies and public bodies.

A total of 14 (6.9%) agencies recorded none, or fewer than 5 ethnic minority staff; although low

disclosure rates may have obfuscated the actual figures in some organisations.

The disparity between white and minority ethnic Civil Servants in government agencies was most

apparent at senior civil service grades, whilst a greater proportion of ethnic minority staff were

employed at Executive Offices (EO) and Administrative Officer (AO) grades. Ethnic minority groups

accounted for 11% of administrative officers and assistants and 12% of executive officers. The

diversity gap increases in senior leadership roles, with 9% ethnic minority representation at Senior

Executive officer (SEO) and 7.89% at grades 6 and 7.

5

There are 11 public corporations in the UK which fall under the umbrella of the public sector, 6 of

which had no visible BAME leadership. The BBC World service featured the highest visible BAME

representation at leadership level. In comparison, the British Broadcasting Corporation had just

1 ethnic minority representative on the executive board.

Ethnic diversity in parliament increased significantly following the general election of 2015, with

40 elected BAME members, an increase of 13 (32.5%) since the previous general election in 2010.

Despite this increase in diversity ethnic minority representation in parliament is

disproportionately lower than the diversity makeup of the population as a whole.1

Policy Implications and Recommendations The clear lack of ethnic minority representation in public life and in particular the lack of BAME leaders

in the public sector has highlighted a diversity problem on a national scale. If the public sector is to

truly reflect the needs of the communities in which it serves then urgent action is needed to ensure

that BAME talent is represented at each level of the profession.

Addressing the Public Sector BAME Leadership Challenge

There is a clear disparity between the number of BAME staff employed in lower public sector

administrative and officer roles compared to those employed within the senior civil service and it may

take many decades before the senior civil service is representative of the ethnic diversity of the

population as a whole. Introducing at least one BAME candidate as part of the recruitment process

will go some way to resolving the lack of ethnic minority leaders in the senior civil service.

Supporting, mentoring and nurturing BAME talent

Supporting BAME public sector leaders through mentoring initiatives could potentially benefit those

from ethnic groups who are looking to progress to more senior positions. The use of informal and

formal ethnic minority mentoring groups in the Civil Service has increased in recent years. Many BAME

civil servants feel that there should be greater visibility from senior BAME leaders within the top-200

as a means to increase diversity awareness2.

Diversity Outreach

Targeted recruitment and outreach activities may redress the current imbalance in public sector BAME

representation, not least by increasing the degree of diversity in the talent pipeline and creating a

larger pool of future BAME leaders for the longer term. Such initiatives could be adopted across all of

the public sector, especially for the organisations identified as having no BAME leaders and limited

representation at other levels of seniority.

Increasing Entry-Level Opportunities

Entry level opportunities for BAME candidates considering working in the public sector should be seen

as a priority for all public sector organisations. Through our discussions with BAME leaders developing

clear and visible pathways for BAME candidates should receive a greater priority. Talent programmes

which actively encourage BAME candidates from a variety of different backgrounds have the potential

to increase BAME representation from groups who may not have previously considered a career in

the public sector.

1 Khan (2015) Race and the General Election Part 3: Black and Minority Ethnic MPs. 2 Ethnic Dimension (2014) Identifying and Removing Barriers to Talented BAME Staff Progression in the Civil Service

6

Introduction It has now been five years since the Equality Act 2010 became law. Aimed at reducing socio-economic

inequalities the act also harmonised and replaced existing antidiscrimination laws including the now

repealed Sex Discrimination Act, the Race Relations Act and Disability Discrimination Act.

Diversity in the public sector has gained significant prominence since the Equality Act became law in

2010. Public sector organisations are not only obliged to monitor and report on their staff diversity

profile, but also to promote initiatives and practices which foster a more cohesive and diverse

workforce. All public sector departments, agencies, public bodies and corporations have subsequently

implemented various equality and diversity policies and initiatives in order to fulfil their legal

obligations and implement best practice.

Under the provisions of the Equality Act section 149 ‘Public Sector Equality Duty’ public sector

organisations are legally obligated to:

- Eliminate discrimination, harassment and victimisation

- Advance equality of opportunity

- Foster good relations between different groups of persons

Under this provision, public sector bodies must show due regard to:

- Removing or minimising disadvantages suffered by persons who share protected characteristics

- Taking steps to meet the needs of persons who share a relevant protected characteristic

- Encouraging persons who share a relevant protected characteristic to participate in public life or in any other activity in which participation by such persons is disproportionately low3.

The public sector equality duty provides the basis on which to create a more inclusive public sector which is representative of the diverse of the communities in which it serves. The opportunity to draw upon a more diverse range of talent should also foster the creation of better informed policy development and appropriate decision-making for the diverse multicultural society of the twenty-first century4.

At the time of the last Census in 2011; 12.9% of the UK population identified themselves as having a non-white background.5 Whilst initiatives which promote ethnic minority diversity and inclusion are steadily beginning to have an impact on increasing ethnic minority representation across the public sector, many organisations and public bodies are still under representative of the diversity of the UK population as a whole. This is particularly true of many senior positions in public life, which continue to be primarily ‘white-dominated’.

In 2014 executive recruitment specialist Green

Park launched a comprehensive review of leadership diversity in the public sector. The report found

that as few as 3.5% of top-20 level civil servants in ministerial departments and 4.5% in non-ministerial

3 The Equality Act 2010, Chapter 15, Part 11, Section 149. 4 Equality and Human Rights Commission, 2015. 5 Office for National Statistics (2013) 2011 Census

7

departments were from non-white backgrounds. This compared to 8.3% in FTSE 100 companies and

12.8% of the working population in 2011 as a whole.6

Many high profile public sector organisations now publish information on their staff diversity profiles

in order to increase transparency, promote diversity and inclusion, and to measure the effectiveness

of their diversity strategies.

The Launch of New View 50 In April 2016 Elevation Networks launched New View 50. It is part of our partnership with the Civil

Service Fast Stream and will showcase the 50 most influential BAME leaders within the Public Sector.

The initiative is being driven by the objective of showcasing leaders within the broad range of public

sector career paths.

The New View List will support the Civil Service and other public sector employers’ objective of

attracting top talent from a broader base of applicants. We will be showcasing leaders from the Civil

Service, education, transport, and health sector. We will also be looking at leaders within non-

governmental institutions including the Financial Conduct Authority, National Audit office, Bank of

England, Local Government Authority and other institutions. Elected officials will also be part of the

shortlist that has been finalised by an expert judging panel.

Background to Public Sector Employment As of September 2015 a total of 5.349 million people were employed in the UK public sector, of which 2.911 million are employed in central government departments, 2.257 million are employed in local government, and 181,000 are employed in public corporations.

The NHS is the UK’s largest public sector employer by public sector industry with 1.591 million (29.7%) of the total headcount, followed by the education sector with 1.508 (28.2%). Some 1.022 million people (19.1%) are employed in public administration, whilst the remaining 0.528 million are classified as ‘other public sector’ workers.

Of the core UK Civil Service departments the Department of Works and Pensions (DwP) is the largest

employer. As of March 2015, 91,010 people worked for the DwP, accounting for 29.6% of the total

headcount, followed by the Ministry of Justice with 68,000 and Her Majesty’s Revenue and Customs

(HMRC) with 68,030 7.

Methodology and Approach Elevation Networks conducted a survey of over 500 ministerial and non-ministerial departments,

agencies and public bodies, high profile groups and public corporations and other significant public

sector organisations. We examined the ethnic background of over 2,600 department heads, executive

and non-executive boards, departmental ministers, trustees and high-profile committee members.

6 Green Park (2014), The Green Park Public Service Leadership 5,000. 7 Office for National Statistics (2015a)

8

Elevation Networks used a subjective approach examining the ethnic background of names and visual

profiles of senior department heads, boards and other high-profile members as listed on each

organisation’s official website. Elevation Networks examined the leadership boards of 489

government organisations, incorporating 24 ministerial departments, 22 non-ministerial

departments, 11 public corporations, 372 agencies and public bodies and 75 high profile groups. A

total of 2,623 senior leaders were profiled.

We combined visual and name-based profiling in order to identify leaders with protected ethnic

minority characteristics. The use of visual profiling overcame the limitations of identifying people

from ethnic minority backgrounds with names of an English heritage. Of the organisations surveyed

142 did not provide visual profiles of their senior management and leadership teams. Where

appropriate, we used professional online networks and other sources to cross-reference both name

and visual profiles. We compared BAME representation against the size of the executive boards as

whole to calculate proportion of ethnic minority senior leadership representation in each

organisation.

Secondly, we compared published diversity data from across all Civil Service grades for ministerial and

non-ministerial departments and for other public sector bodies where this information has been made

available. This provided a broader picture of overall diversity in the sector by government

department/public sector organisation and grade seniority.

Figure 1 Departments, agencies and public bodies, UK Government, 20168

8 Departments, agencies and public bodies, UK Government, 2016.

2422

372

75

11 3

Government organisations 2016

Ministerial epartments Non-ministerial departments

Agencies and other public bodies high profile groups

Public corporations Devolved administrations

9

BAME Representation in Public Sector Leadership Elevation Networks identified 2,623 senior public sector leaders, comprised of directors, board

members, chairs, commissioners and committee members. Of the senior leaders identified just 91

(3.5%) were from non-white ethnic minority backgrounds.

Ministerial Departments In terms of overall representation, the Department for Work and Pensions was the most

representative ministerial department with 21.4% BAME members at executive or ministerial level.

This was followed by UK Export Finance and the Department for Education, both of which had over

10% representation.

Visible BAME Leadership in Ministerial Departments % BAME

Department for Work and Pensions 21.4

UK Export Finance 16.7

Department for Education 10.5

Department for Transport 7.7

Department for International Development 7.1

Department for Culture, Media & Sport 5.9

Ministry of Justice 5.9

Home Office 4.0

Department for Business, Innovation & Skills 3.1

Of the 24 ministerial departments surveyed 15 (62.5%) did not have any visible BAME ministers or

executives. The Foreign and Commonwealth Office, the Ministry of Defence and the Department of

Health were some of the more high profile ministerial departments not to have any visible BAME

representation at leadership or ministerial level.

Ministerial Departments with no Visible BAME Leadership

Total Number of Staff on Leadership / Executive Boards

Total Visible BAME % BAME

Attorney General's Office 3 0 0.0

Cabinet Office 32 0 0.0

Department for Communities and Local Government

20 0 0.0

Department for Environment, Food & Rural Affairs

15 0 0.0

Department of Energy & Climate Change

9 0 0.0

Department of Health 15 0 0.0

Foreign & Commonwealth Office

16 0 0.0

HM Treasury 17 0 0.0

Ministry of Defence 19 0 0.0

Northern Ireland Office 3 0 0.0

10

Office of the Advocate General for Scotland

6 0 0.0

Office of the Leader of the House of Commons

2 0 0.0

Office of the Leader of the House of Lords

2 0 0.0

Scotland Office 8 0 0.0

Wales Office 6 0 0.0

Of the total 24 ministerial departments only 9 (37.5%) made specific reference to equality and

diversity on their website. As few as 7 ministerial departments (29.2%) published workforce diversity

statistics.

UK Export Finance had the highest proportion of ethnic minority workers as a percentage of the total

headcount (26% BAME in 2013)9. This was followed by the Department for Education (17.2% BAME

in 2015)10 and Department of Health (17% in 2016)11. There was however a significant disparity

between diversity at different professional civil service grades. Both the Cabinet Office and DEFRA12

recorded 0% BAME in senior civil service positions13, whilst at the Department of Health 39% of

administrative staff were from BAME backgrounds compared to just 4% of senior civil servants.

More encouragingly the total workforce of UK Export Finance, Department of Health and Department

for Education were representative of the population, with all three exceeding the 2011 ONS minority

9 UK Export Finance (2013) 10 Department for Education (2015a) Equality and Diversity within DfE 11 Department of Health (2016) 12 Department for Environment, Food and Rural Affairs (2015) 13 Figures of less than 5% may be suppressed.

17

15

7

9

0

2

4

6

8

10

12

14

16

18

Diversity Statistics Diversity Publicised

Ministerial Departments Diversity Disclosure

Not Published Published

11

ethnic population estimate of 12.9%. The Cabinet Office had the least diverse and less representative

workforce with only 6% of staff from BAME backgrounds.

Non-Ministerial Departments Of the 22 non-ministerial departments just 4 (18%) had any visible BAME representation. Non-

ministerial departments with no visible BAME representation at executive level included the Crown

Prosecution Service, HMRC and UK Trade and Investment.

Visible BAME Leadership in Non-Ministerial Departments % BAME

Food Standards Agency 11.1

Supreme Court of the United Kingdom 11.1

Ofgem 9.3

The Charity Commission 7.7

Non-Ministerial Departments with no Visible BAME Leadership

Total Number of Staff on Leadership / Executive Boards

Total Visible BAME

% BAME

Serious Fraud Office 16 0 0

The Water Services Regulation Authority

16 0 0

Competition and Markets Authority 14 0 0

National Crime Agency 13 0 0

3 7 9 1265.7

17.2

57 8

9

7

7

11

5.62.9

4.57

12.2

11.5

4

39

17

26

SCS Grade 7/6 HEO/SEO EO AA/AO Whole Workforce

Diversity in Ministerial Departments (% BAME at each CS grade)

Cabinet Office DfE DEFRA DFID DWP Health UK Export Finance

12

Land Registry 12 0 0

Ofsted 12 0 0

Ordnance Survey 12 0 0

UK Statistics Authority 12 0 0

NS&I 11 0 0

UK Trade & Investment 11 0 0

HM Revenue & Customs 10 0 0

Government Actuary's Department 9 0 0

Government Legal Department 9 0 0

Crown Prosecution Service 8 0 0

Office of Rail and Road 8 0 0

Forestry Commission 7 0 0

The National Archives 6 0 0

Ofqual 5 0 0

Ten (45.45%) non-ministerial departments made reference to equality and diversity policies on their

website whilst just 3 (13.63%) published diversity statistics. Ethnicity between civil service grades was

more dispersed among the three non-ministerial departments. However, there was still little

representation in senior civil servant posts, with BAME staff accounting for just 9% out of a total 15

senior civil servants at the Land Registry14.

14 Land Registry (2015) Equality Information Report 2015

10.918.7

2517.7 16 17.3 13.8 13.6

20.711.5

30.5

15.2 13.1 14.45 5.6

12.8 12.7 14.8

0

16.4

84

4 510

9

20

0

5

10

15

20

25

30

35

40

Diversity in Non-Ministerial Departments (% BAME at each CS grade)

Crown Prosecution Service Land Registry National Archives

13

Agencies and Public Bodies The government’s 372 agencies and public bodies incorporate many substantial high-profile public

sector organisations. Notable bodies include NHS England, Ofcom, DVLA and Highways England; the

largest of which NHS England employs some 1.3 million public sector workers, putting it among the

world’s top-5 largest employers.15 By contrast, 41 of the government’s agencies we identified

comprise of just one appointed leader, commissioner or adjudicator and ancillary staff. As a

consequence, many public bodies and agencies recorded a higher proportion of BAME representation

compared to the size of the board as a whole. The Service Complaints Ombudsman and The

Adjudicator were two such examples of this.

Visible BAME Leadership in Agencies and Public Bodies % BAME

The Adjudicator’s Office 100.0

Service Complaints Ombudsman 100.0

Chevening Scholarship Programme 50.0

Disabled People’s Employment Corporation 33.3

Equality and Human Rights Commission 25.0

Independent Commission for Aid Impact 25.0

Administration of Radioactive Substances Advisory Committee 20.0

Cafcass 18.2

The Pensions Advisory Service 18.2

HM Inspectorate of Constabulary 16.7

From a total of 372 agencies and public bodies 198 (53.2%) had no visible BAME representation at

leadership level. Owing to a lack of published information the leadership profiles of 142 organisations

15 NHS (2015) About the National Health Service

10

3

12

19

0

5

10

15

20

Diversity Publicised Diversity Statistics

Non-Ministerial Departments Diversity

Disclosure

Published Not Published

14

could not be ascertained. High profile agencies which did not feature any BAME members in senior

positions included the government’s Equalities Office, the Met Office and the Probation Service.

Public Sector Agencies and Public Bodies with no Visible BAME Leadership – Top 10 by Executive Headcount16

Total Number of Staff on Leadership / Executive Boards

Total Visible BAME

% BAME

Wales Audit Office 23 0 0.0

NHS Blood and Transplant 19 0 0.0

Northern Ireland Policing Board 19 0 0.0

Nuclear Decommissioning Authority Works 19 0 0.0

Building Regulations Advisory Committee 18 0 0.0

HM Courts & Tribunals Service 16 0 0.0

National Institute for Health and Care Excellence 16 0 0.0

Engineering Construction Industry Training Board 15 0 0.0

Natural England 15 0 0.0

Sentencing Council for England and Wales 15 0 0.0

The UK Civil Service publishes diversity data for some 201 government agencies and public bodies. A

total of 14 (6.9%) agencies recorded none, or fewer than 5 ethnic minority staff; although low

disclosure rates may have obfuscated the actual figures in some organisations.

By comparison, 30 agencies and public bodies recorded staff diversity figures equal to or higher than

the diversity of the UK population recorded at the time of the last census in 2011 as a proportion of

the total headcount.

The Home Office agencies recorded the highest level of diversity in terms of organisational size. Out

of a total 29,230 employees in 2015, 6,300 (21.55%) were from ethnic backgrounds. The Department

Health and its agencies, with 9,050 employees recorded 1,640 (18.12%) staff from BAME backgrounds.

In comparison, the Ministry of Defence and its agencies employed a total 53,100 staff, of which 1,720

(3.24%) were from ethnic backgrounds17.

Top-10 Most Diverse Government Agencies % BAME as a proportion of

the headcount

Office of the Public Guardian 36.36

Medicines and Healthcare Products Regulatory Agency 28.93

UK Export Finance (prior to 2012 named Export Credits Guarantee Department)

28.00

Debt Management Office (from 2014) 27.27

Transport, Department for (excl agencies) 25.00

Queen Elizabeth II Conference Centre 25.00

16 N.B. A full list of agencies and public bodies with no visible BAME leadership is included in the appendices. 17 Office for National Statistics (2015c) Annual Civil Service Employment Survey, 2015.

15

National Savings and Investments (from 2014) 23.53

Home Office (incl agencies) 21.55

Home Office (excl agencies) 21.55

UK Supreme Court (from 2014) 20.00

Diversity in Government Agencies by Seniority Civil Service data shows that there around 250 BAME leaders in the senior civil service (equivalent to

7.6% of senior civil servants whose diversity is known/declared). This compared to 3,180 from white

backgrounds.

The disparity between white and minority ethnic Civil Servants in government agencies was most

apparent at senior civil service grades, whilst a greater proportion of ethnic minority staff were

employed at Executive Offices (EO) and Administrative Officer (AO) grades. Ethnic minority groups

accounted for 11% of administrative officers and assistants and 12% of executive officers. The

diversity gap increases in senior leadership roles, with 9% ethnic minority representation at Senior

Executive officer (SEO) and 7.89% at grades 6 and 7.

Figure 2 Office for National Statistics (2015c) Annual Civil Service Employment Survey 2015

Public Health England employed the highest number of BAME senior civil servants of any public sector

agency. Around 110 were employed at senior grade (2.2% of those whose ethnicity was declared),

with around 150 ethnic minority staff employed at Grades 6 and 7. Of the 117 agencies we examined

78 (66.67%) had no ethnic minority representation at senior civil service level. These included

Companies House, DVLA and Health & Safety Executive, among other high profile agencies.

250

2320

7330

10650

14380

3180

27050

71160

77830

116300

0 40000 80000 120000

Senior Civil Service

Grades 6 & 7

Senior and higher executive officer

Executive officer

Administrative officers and assistants

Annual Civil Service Employment Survey 2015 -Ethnic Background and Seniority

White Ethnic Minority

16

The Civil Service in Particular has been working to improve its diversity profile across all protected

groups. All Civil Service grades saw an increased in ethnic minority representation from 2014 to 2015,

with the exception of the senior Civil Service which saw a 0.2 decline at senior leadership level.18

High Profile Groups Few of the government’s 74 high profile groups published information about their executive and

management structures. Only 29 such organisations published diversity information, whilst only 3 had

any visible BAME representation at leadership level. These included the Government Chemist, School

Commissioners Group and Bona Vacantia (part of the Government Legal Department).

Visible BAME Leadership in High Profile Groups % BAME

Bona Vacantia 50.0

Government Chemist 14.3

Schools Commissioners Group 12.5

From the high profile groups surveyed we estimate that around 49 did not have any BAME staff within

their strategic leadership and executive teams, including Border Force and HM Passport Office and

the Government’s Planning Inspectors.

High Profile Groups with no Visible BAME Leadership Total Number of Staff on Leadership / Executive Boards

Total Visible BAME

% BAME

Government Planning Inspectors 10 0 0.0

The Shareholder Executive 7 0 0.0

Immigration Enforcement 5 0 0.0

Border Force 2 0 0.0

Military Aviation Authority 2 0 0.0

National security and intelligence 2 0 0.0

Office of Tax Simplification 2 0 0.0

UK Visas and Immigration 2 0 0.0

Better Regulation Delivery Office Works 1 0 0.0

Centre for Defence Enterprise 1 0 0.0

Chief Fire and Rescue Adviser 1 0 0.0

Civil Service Reform 1 0 0.0

Defence Equipment and Support 1 0 0.0

District Valuer Services (DVS) 1 0 0.0

18 Office for National Statistics (2015b)

17

Government Commercial Function 1 0 0.0

Government Digital Service 1 0 0.0

Government Science & Engineering Profession 1 0 0.0

Government Veterinary Surgeons 1 0 0.0

HM Passport Office 1 0 0.0

Healthcare UK 1 0 0.0

Infrastructure and Projects Authority 1 0 0.0

Office for Disability Issues 1 0 0.0

Office for Life Sciences 1 0 0.0

Office of the Parliamentary Counsel 1 0 0.0

UK Trade & Investment Defence & Security Organisation 1 0 0.0

UKTI Life Sciences Organisation 1 0 0.0

Public Corporations There are 11 public corporations in the UK which fall under the umbrella of the public sector. These

include public service broadcasters BBC, BBC World Service and Channel 4 and the Civil Aviation

Authority. The BBC World service featured the highest visible BAME representation at leadership

level. This is perhaps unsurprising given the BBC World Service’s international remit and multilingual

output. In comparison, the British Broadcasting Corporation had just 1 ethnic minority representative

on the executive board.

Visible BAME Leadership in Public Corporations % BAME

Pension Protection Fund 9.1

BBC 7.7

Architects Registration Board 7.1

Civil Aviation Authority 6.3

Notable exceptions included the Public Service Broadcasters Channel 4 and S4C, with over half of

public sector bodies having no visible BAME leadership.

Public Corporations with no Visible BAME Leadership

Total Number of Staff on Leadership / Executive Boards

Total Visible BAME

% BAME

Channel 4 12 0 0.0

Historic Royal Palaces 8 0 0.0

London and Continental Railways Ltd 6 0 0.0

Office for Nuclear Regulation 9 0 0.0

The Oil and Pipelines Agency 6 0 0.0

S4C 5 0 0.0

18

Diversity in the Public Services Many high profile public sector organisations also publish information on their staff diversity profiles

in order to increase transparency, promote diversity and inclusion, and to measure the effectiveness

of their diversity strategies.

Police Ethnic minority police officers equated to 5.5% of all police officer ranks in 2015. As of March

2015, there were 6.979 BAME police officers represented across 43 police forces. The most

diverse force, the Metropolitan Police had 11.7% of ethnic minority police officers, this was

followed by the West Midlands constabulary (8.6%) and Leicestershire (7.2%). Fewer ethnic

minority officers were employed within the senior ranks; BAME officers represented just 3.4%

of chief inspectors, compared to 6.0% at constable ranks. The proportion of ethnic minority

officers has been increasing year-on-year, up from 3.6% in 2006 to 5.5% currently.19

Judiciary The 2015 diversity figures published by the Judicial Office in England and Wales show that as

of 1st April 2015 around 6% of the UK judiciary were from BAME groups. However, there is

considerable variation of diversity between different grades with fewer BAME members

represented within the senior judiciary. Deputy district judges had the highest level of

diversity with 11% BME; this compared to 3% of high court judges where ethnic background

is known. Overall the number of BAME judges has remained at around 7% in recent years.20

Teachers In 2013/14 around 6.0% of teachers from primary maintained schools and 9.9% of secondary

school teachers were from BAME backgrounds. Fewer BAME staff were employed in senior

positions, with just 3.0% of primary head teachers and 3.6% of secondary head teachers

declaring their ethnicity as black, Asian or minority ethnic.21

Armed Forces The armed forces figures for April 2014 show that UK regular forces comprised 7.1% BAME

personnel, following a steady upward trend over recent years. However, diversity differs

considerably by military rank and service. Officer ranks comprised of just 2.4% BAME

personnel, whilst the Army employed 10.3% BAME personnel, compared to the RAF with just

2.1% BAME. Since 2009 members of the Ghurka personnel have had the opportunity to

transfer into the UK Army, which has had the effect of increasing the proportion of BAME

Army personnel.22

19 Home Office (2015) 20 Courts and Tribunals Judicial Statistics (2015) 21 Department for Education (2015b) School workforce in England, November 2014. 22 Ministry of Defence (2014) UK Armed Forces Annual Personnel Report, 2014.

19

NHS Most recent figures from the National Health Service census show that around 41% of doctors

working in NHS hospitals and general practice were from BAME backgrounds (as at September

2010). For the highest grade of ‘consultant’ 31% were from BAME backgrounds. In nursing

and midwifery 20% of qualified nurses, health visitors and midwives were from BAME

backgrounds. Similarly, ethnic minorities were less represented within senior nursing

positions, with 6% of nurse consultants and 7% of ward matrons identified as minority

ethnic.23

Fire and Rescue Service The fire and rescue service in England has seen the proportion of firefighters declaring a

minority ethnic background increase in recent years. In March 2005 2.5% of retained and

whole-time firefighters were from BAME backgrounds. This had increased to 4.4% in March

2015. In total 1,844 BAME personnel are employed by the fire and rescue service (of those

who declared their ethnicity), of which 489 were non-uniformed staff and 1,356 were frontline

staff.24

Representation in Public Life BAME representation within public life has been steadily increasing in recent decades. Following a gap

of over 40 years the first significant ethnic minority inroads into political life came in 1987 with the

election of Diane Abbott (for Hackney North and Stoke Newington), Keith Vaz (Leicester East) Paul

Boeteng (Brent South) and Bernie Grant (Tottenham), thus becoming the first BAME MPs to sit in the

House of Commons since 194525.

Diversity in Parliament Ethnic diversity in parliament increased significantly following the general election of 2015, with 40

elected BAME members, an increase of 13 (32.5%) since the previous general election in 2010. Despite

this increase in diversity ethnic minority representation in parliament is disproportionately lower than

the diversity makeup of the population as a whole.26

Just two people from ethnic minority groups have been elected to the Scottish parliament out of a

total of 129 MSPs elected in 2011. Similarly, the Welsh Assembly has just 2 elected BAME members,

elected in 2007 and 2011 respectively27.

23 NHS Information Centre workforce statistics as at September 2010, cited in Ethnic Minorities in Politics, Government and Public Life (2015). 24 Department for Communities and Local Government (2015) 25 Wood and Cracknell (2015) Ethnic Minorities in Politics, Government and Public Life. 26 Khan (2015) Race and the General Election Part 3: Black and Minority Ethnic MPs. 27 Audickas, L. (2016) Ethnic Minorities in Politics and Public Life.

20

Police and Crime Commissioners None of the 45 Police and Crime Commissioners in elected in England and Wales in November 2012

are from an ethnic minority background, despite 20 BAME candidates being shortlisted for election.

The Home Affairs Committee cited higher entry barriers for the electoral process in comparison to

parliamentary elections which may well have impacted on the complete lack of representation from

ethnic groups.28

Policy Implications & Recommendations The clear lack of ethnic minority representation in public life and in particular the lack of BAME leaders

in the public sector has highlighted a diversity problem on a national scale. If the public sector is to

truly reflect the needs of the communities in which it serves then urgent action is needed to ensure

that BAME talent is represented at each level of the profession.

Addressing the Public Sector BAME Leadership Challenge There is a clear disparity between the number of BAME staff employed in lower public sector

administrative and officer roles compared to those employed within the senior civil service and it may

take many decades before the senior civil service is representative of the ethnic diversity of the

population as a whole.

Several companies within the private sector have implemented the ‘Rooney Rule’ in order to interview at least one person from ethnic minority groups in the talent pool for senior positions. Social media platforms Facebook and Pinterest are purportedly implementing the Rooney Rule as part of their recruitment processes.29 The Rooney Rule, which originates from America’s National Football League was introduced in 2003 to increase the number of ethnic minorities progressing to senior leadership level in the national football league. There have also been calls to adopt the practice in the English football league to increase the number of black managers in the sector. Currently there are only 6 BAME managers out of 72 league clubs30.

Introducing at least one BAME candidate as part of the recruitment process will go some way to

resolving the lack of ethnic minority leaders in the senior civil service. Evidence suggests that

increasing the representation of BAME staff in senior positions is likely to have a positive influence

impact on organisational performance and service delivery. The NHS ‘Race for Health’ campaign

highlighted the need to recruit more senior BAME nurses in order to achieve improved health

outcomes for specific ethnic minority groups31.

However there are still significant barriers which are preventing ethnic minorities from progressing to

the senior civil service. Many ethnic minority civil servants still feel that progression is based on

whether they ‘fit the mould’ and there is a consensus that the Civil Service as a whole is not committed

28 Home Affairs Committee (2013) Police and Crime Commissioners 29 Frier (2015) Facebook Starts Its ‘Rooney Rule’ to Increase Diversity in Tech. 30 BBC (2015) Football League Plans Changes to Black Manager Recruitment. 31 NHS (2006) Race for Health

21

to valuing diversity32. Introducing mandatory BAME candidates could help to redress this perception

of the senior civil service and provide new opportunities for BAME candidates to progress.

Supporting, mentoring and nurturing BAME talent Supporting BAME public sector leaders through mentoring initiatives could potentially benefit those

from ethnic groups who are looking to progress to more senior positions. The use of informal and

formal ethnic minority mentoring groups in the Civil Service has increased in recent years. The

Minority Ethnic Talent Association (META) formed in 2007 from BAME staff from several Civil Service

departments to establish a growing talent mentoring programme which has so far supported many

BAME employees through mentorships with senior civil servants to help them develop senior

leadership and strategic competencies.

Many BAME civil servants feel that there should be greater visibility from senior BAME leaders within

the top-200 as a means to increase diversity awareness including the use of mentoring masterclasses

to increase their understanding of senior roles33.

In January 2016 the government announced plans to introduce a new mentoring programme run by

the Careers and Enterprise Company with the aim of connecting high-flying mentors with ‘struggling

teens’ to improve their life chances. The scheme is anticipated to support 25,000 young people who

are at risk of dropping out of post-16 education or underachieving at GCSE level34. The campaign

intends to promote mentors from the public sector and civil service and whilst not intentionally aimed

at BAME leaders there is clearly a potential to raise the profile and visibility of senior BAME leaders

through mentoring with disadvantaged groups.

Diversity Outreach The Civil Service in particular has been at the forefront of developing diversity and BAME talent

attraction initiatives. Through partnerships with private and third sector providers the Civil Service

has increased BAME awareness of its leadership development programme the ‘Fast Stream’ by 5 per

within less than 12 months35. The Civil Service has committed to increasing the number of applicants

from disadvantaged backgrounds to many of its entry level schemes, including apprenticeships,

internships and graduate leadership positions.

The Civil Service Diversity Outreach strategy has introduced a number of alternative providers to

develop targeted initiatives designed at attract more young BAME people to join the Civil Service

profession. Targeted initiatives include various insight and awareness events, skills development

sessions, mentoring and promoting existing BAME role models from the public sector. In 2014 the

proportion of applications for the Civil Service Fast Stream received from BAME groups increased from

32 Ethnic Dimension (2014) Identifying and Removing Barriers to Talented BAME Staff Progression in the Civil Service 33 Ethnic Dimension (2014) Identifying and Removing Barriers to Talented BAME Staff Progression in the Civil Service 34 Department for Education (2016) Prime minister to announce new generation of mentors to help struggling teens. 35 Civil Service (Unpublished).

22

18 per cent in 2013 to 19.4 per cent, whilst the proportion of successful BAME applicants from ethnic

minority groups increased from 13.6 to 14.2 per cent.36

Targeted recruitment and outreach activities may redress the current imbalance in public sector BAME

representation, not least by increasing the degree of diversity in the talent pipeline and creating a

larger pool of future BAME leaders for the longer term. Such initiatives could be adopted across all of

the public sector, especially for the organisations identified as having no BAME leaders and limited

representation at other levels of seniority. Diversity initiatives should be part of longer-term reforms

to ensure that the public sector can keep pace with not only the current demographic changes in

population but also the future increases in minority ethnic population groups which are predicted in

the future.

Increasing Entry-Level Opportunities Entry level opportunities for BAME candidates considering working in the public sector should be seen

as a priority for all public sector organisations. Through our discussions with BAME leaders developing

clear and visible pathways for BAME candidates should receive a greater priority. Talent programmes

which actively encourage BAME candidates from a variety of different backgrounds have the potential

to increase BAME representation from groups who may not have previously considered a career in

the public sector.

Civil Service Resourcing which oversees the recruitment and talent management for many

government departments and agencies have already introduced several high profile initiatives which

promote entry-level opportunities for BAME candidates. In 2015, the Civil Service doubled the

amount of school-leaver apprenticeship places to 400. The Civil Service have also launched internship

schemes which cater exclusively for undergraduates from BAME backgrounds. Up to 100 internships

have been made available to first year undergraduates to experience working at the Civil Service in

graduate-type role37. This early form of exposure to the public sector helps to break down barriers for

ethnic minority groups and provide better opportunities to enter the sector.

Conclusion This report has shone a spotlight on diversity in the public sector. From our search for ‘visible’ BAME

executive leaders it is clear that many organisations, agencies and public bodies are still far from being

representative of the populations and communities in which they serve. Meanwhile, those who sit on

executive boards stand as a testament to the progress that has been made to improve diversity within

the public sector in recent years.

What has become clear is that although many public sector organisations have achieved diversity

ratings far in excess of the diversity makeup of the United Kingdom population as a whole, there is

still a significant disparity between those in leadership and senior roles compared to those employed

in lower-grade administrative positions or similar.

Promoting equality at all levels remains a particular challenge for the public sector as a whole. With

progression rates within the sector are generally slower than comparable roles in the private sector it

may be some time before equality becomes the norm at every level of the profession. Significant

interventions will be required not only to ensure that those from ethnic backgrounds can succeed and

36 Civil Service Fast Stream (2014) Civil Service Fast Stream Annual Report 2014. 37 Civil Service Fast Stream (2014) Civil Service Fast Stream Annual Report 2014.

23

progress to leadership roles but also to develop a culture of inclusivity that values diversity at every

level of the sector.

24

References Audickas, L. (2016) Ethnic Minorities in Politics and Public Life, London, House of Commons Library.

Available from:

http://researchbriefings.parliament.uk/ResearchBriefing/Summary/SN01156#fullreport [Accessed

31st March 2016].

BBC (2015) Football League Plans Changes to Black Manager Recruitment, London, BBC. Available

from: http://www.bbc.co.uk/sport/football/33015657 [Accessed 31st March 2016].

Cabinet Office (2015) Equality and Diversity 2015, London, Cabinet Office. Available from:

https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/477306/Data3103

15.csv [Accessed 9th March 2016].

Civil Service Fast Stream (2014) Civil Service Fast Stream Annual Report 2014, London, Civil Service.

Available from:

https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/457600/Civil_Serv

ice_Fast_Stream_-_Annual_Report_2014__web_.pdf [Accessed 31st March 2016].

Courts and Tribunals Judiciary (2015) Judicial Statistics, 2015, London, Courts and Tribunals Judiciary.

Available from: https://www.judiciary.gov.uk/publications/judicial-statistics-2015/ [Accessed 29th

February 2016].

Crown Prosecution Service (2015) Workforce Diversity Data 2014-15, London, Crown Prosecution

Service. Available from:

http://www.cps.gov.uk/data/equality_and_diversity/workforce_diversity_data_2014_15/cps_staff_i

n_post_by_ethnicity_2014-15.csv [Accessed 9th March 2016].

Department for Communities and Local Government (2015) Fire and Rescue Authorities: Operational Statistics Bulletin for England 2014 to 2015, London, Department for Communities and Local Government. Available from: https://www.gov.uk/government/statistics/fire-and-rescue-authorities-operational-statistics-bulletin-for-england-2014-to-2015 [Accessed 29th February 2016]. Department for Education (2015a) Equality and Diversity within DfE, London, Department for Education. Available from: https://www.gov.uk/government/organisations/department-for-education/about/equality-and-diversity [Accessed 9th March 2016]. Department for Education (2015b) School Workforce in England, November 2014, London, Department for Education. Available from: https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/440577/Text_ SFR21-2015.pdf [Accessed 29th February 2015]. Department for Education (2016) Prime minister to announce new generation of mentors to help struggling teens, London, Prime Minister’s Office / Department for Education. Available from: https://www.gov.uk/government/news/prime-minister-to-announce-new-generation-of-mentors-to-help-struggling-teens [Accessed 31st March 2016]. Department for Environment, Food, Farming & Rural Affairs (2015) 2015 Workforce Monitoring Defra and its Executive Agencies, London, Department for Environment, Food, Farming & Rural Affairs. Available from: https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/492067/workforce-monitoring-2015.pdf [Accessed 9th March 2016].

25

Department for International Development (2015) DFID Equality and Inclusion Report – Annual

Report 2014-15, London, Department for International Development. Available from:

https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/461586/Annual-

diversity-report2015.pdf [Accessed 9th March 2016].

Department for Work and Pensions (2015) Department for Work and Pensions Equality Information –

Employee Data, London, Department for Works and Pensions. Available from:

https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/442786/PSED_Eq

uality_Information_Report_2015_pdf_ISBN.pdf [Accessed 9th March 2016].

Department of Health (2016) Department of Health Equality Information and Equality Analysis 2016,

London, Department of Health. Available from:

https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/496275/PSED_-

_workforce_equality_information_and_equality_analysis_2016_A.pdf [Accessed 9th March 2016].

Equality and Human Rights Commission, What is the Equality Duty? London, Equality and Human

Rights Commission. Available from: http://www.equalityhumanrights.com/private-and-public-

sector-guidance/public-sector-providers/public-sector-equality-duty/what-equality-duty [Accessed

26th February 2016].

Equality Act (2010) London: The Stationery Office.

Ethnic Dimension (2014) Identifying and Removing Barriers to Talented BAME Staff Progression in

the Civil Service, Slough, Ethnic Dimension. Available from:

https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/417250/Ethnic_Di

mension_Blockages_to_Talented_BAME_staff_Progression_in_the_Civil_Service_Final_16.12.14__1

_.pdf [Accessed 31st March 2016].

Frier, S. (2015) Facebook Starts Its ‘Rooney Rule’ to Increase Diversity in Tech. New York, Bloomberg.

Available from: http://www.bloomberg.com/news/articles/2015-06-17/facebook-starts-its-rooney-

rule-to-increase-diversity-in-tech [Accessed 31st March 2016].

Green Park (2014) The Green Park Public Service Leadership 5,000, A Review of Diversity in the UK’s

Public and Charity Sectors, London, Green Park. Available from: http://www.green-

park.co.uk/public-service-leadership-5000 [Accessed 7th March 2016].

Home Affairs Committee (2013) Police and Crime Commissioners, London, Houses of Parliament.

Available from:

http://www.publications.parliament.uk/pa/cm201314/cmselect/cmhaff/69/6907.htm [Accessed

31st March 2016].

Home Office (2015) Police Workforce, England and Wales, 31 March 2015, London, Home Office,

Available from:

https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/445013/hosb0215

.pdf [Accessed 26th February 2016].

Khan, O. (2015) Race and the General Election Part 3: Black and Minority Ethnic MPs, London,

Runnymede Trust. Available from: http://www.racecard.org.uk/equality/race-and-the-general-

election-part-3-black-and-minority-ethnic-mps [Accessed 1st March 2016].

26

Land Registry (2015) Equality Information Report 2015, Croydon, Land Registry. Available from:

https://www.gov.uk/government/publications/equality-information-report-2015/equality-

information-report-2015#Diversity-data-by-grade [Accessed 9th March 2016].

Ministry of Defence (2014) UK Armed Forces Annual Personnel Report, 2014, London, Defence

Statistics (Tri Service). Available from:

https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/312539/uk_af_an

nual_personnel_report_2014.pdf [Accessed 29th February 2016].

National Archives (2016) Diversity 2015-16, Richmond, National Archives. Available from:

http://www.nationalarchives.gov.uk/documents/diversity-2015-16.xls [Accessed 9th March 2016].

NHS Information Centre Workforce Statistics as at September 2010 (2011), Leeds, NHSIC, Cited in:

Wood, J. and Cracknell, R. (2015) Ethnic Minorities in Politics, Government and Public Life, London,

House of Commons Library. Available from: http://www.parliament.uk/briefing-

papers/SN01156.pdf [Accessed 29th February 2016].

NHS (2006) Race for Health, Driving Forward Race Equality in the NHS, Manchester, NHS. Available

from: http://www.better-

health.org.uk/sites/default/files/consultations/responses/introduction_to_rfh_programme.pdf

[Accessed 31st March 2016].

NHS (2015) About the National Health Service, London, NHS. Available from:

http://www.nhs.uk/NHSEngland/thenhs/about/Pages/overview.aspx [Accessed 7th March 2016].

UK Export Finance (2013) Diversity in UK Export Finance - The Essential Facts and Figures about the

Current UK Export Finance Population, London, UK Export Finance. Available from:

https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/289095/diversity-

stats-ukef-dec-2013.pdf [Accessed 9th March 2016].

UK Government (2016) Departments, Agencies and Public Bodies, London: UK Government. Available

from: https://www.gov.uk/government/organisations [Accessed 3rd March 2016].

Office of National Statistics (2013) 2011 Census: Ethnic Group, Local Authorities in the United

Kingdom, London, Available from: http://www.ons.gov.uk/ons/rel/census/2011-census/key-

statistics-and-quick-statistics-for-local-authorities-in-the-united-kingdom---part-1/rft-ks201uk.xls

[Accessed 1st March 2016].

Office for National Statistics (2015a) Public Sector Employment, Q2, 2015, London, Office for

National Statistics. Available from:

http://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/publicsectorpersonnel/bulleti

ns/publicsectoremployment/september2015/pdf [Accessed 26th February 2016].

Office of National Statistics (2015b) Civil Service Statistics: 2015, London, Office for National

Statistics. Available from:

http://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/publicsectorpersonnel/bulleti

ns/civilservicestatistics/2015-10-08/pdf [Accessed 26th February 2016].

Office for National Statistics (2015c) Annual Civil Service Employment Survey, 2015, London, Office

for National Statistics. Available from: https://www.nomisweb.co.uk/articles/914.aspx [Accessed

16th March 2016].

27

28

Appendices

Public Sector Agencies and Public Bodies with no Visible BAME Leadership Public Sector Agencies and Public Bodies with no Visible BAME Leadership

Total Number of Staff on Leadership / Executive Boards

Total Visible BAME

% BAME

Wales Audit Office 23 0 0.0

NHS Blood and Transplant 19 0 0.0

Northern Ireland Policing Board 19 0 0.0

Nuclear Decommissioning Authority Works 19 0 0.0

Building Regulations Advisory Committee 18 0 0.0

HM Courts & Tribunals Service 16 0 0.0

National Institute for Health and Care Excellence 16 0 0.0

Engineering Construction Industry Training Board 15 0 0.0

Natural England 15 0 0.0

Sentencing Council for England and Wales 15 0 0.0

Biotechnology and Biological Sciences Research Council 14 0 0.0

Financial Conduct Authority 13 0 0.0

Joint Nature Conservation Committee 13 0 0.0

NHS Litigation Authority 13 0 0.0

Science Museum Group 13 0 0.0

Academy for Justice Commissioning 12 0 0.0

Advisory Panel on Public Sector Information 12 0 0.0

Care Quality Commission 12 0 0.0

High Speed Two (HS2) Limited 12 0 0.0

Higher Education Funding Council for England 12 0 0.0

Marine Management Organisation 12 0 0.0

Met Office 12 0 0.0

Natural Resources Wales 12 0 0.0

Social Science Research Committee 12 0 0.0

UK Green Investment Bank 12 0 0.0

Bank of England 11 0 0.0

British Transport Police Authority 11 0 0.0

Committee on Radioactive Waste Management 11 0 0.0

Driver and Vehicle Licensing Agency 11 0 0.0

The Pensions Regulator 11 0 0.0

Radioactive Waste Management 11 0 0.0

Rural Payments Agency 11 0 0.0

South Downs National Park Authority 11 0 0.0

Agriculture and Horticulture Development Board 10 0 0.0

Companies House 10 0 0.0

Copyright Tribunal 10 0 0.0

29

Defence Scientific Advisory Council 10 0 0.0

Marshall Aid Commemoration Commission 10 0 0.0

Monitor 10 0 0.0

NHS Trust Development Authority 10 0 0.0

National Offender Management Service 10 0 0.0

Planning Inspectorate 10 0 0.0

Security Industry Authority 10 0 0.0

Student Loans Company 10 0 0.0

Valuation Office Agency 10 0 0.0

British Council 9 0 0.0

British Film Institute 9 0 0.0

Consumer Council for Water 9 0 0.0

Defence Academy of the United Kingdom 9 0 0.0

Health and Safety Executive 9 0 0.0

Low Pay Commission 9 0 0.0

National Infrastructure Commission 9 0 0.0

Valuation Tribunal 9 0 0.0

Visit England 9 0 0.0

Advisory Committee on Business Appointments 8 0 0.0

Armed Forces' Pay Review Body 8 0 0.0

Civil Justice Council 8 0 0.0

Civil Nuclear Police Authority 8 0 0.0

Committee on Standards in Public Life 8 0 0.0

Crown Commercial Service 8 0 0.0

Environment Agency 8 0 0.0

Heritage Lottery Fund (administered by the NHMF) 8 0 0.0

Land Registration Rule Committee 8 0 0.0

Legal Aid Agency 8 0 0.0

Medical Research Council 8 0 0.0

NHS Business Services Authority 8 0 0.0

NHS Wales Informatics Service 8 0 0.0

Oil and Gas Authority 8 0 0.0

Prison Service Pay Review Body 8 0 0.0

Professional Standards Authority for Health and Social Care 8 0 0.0

Public Health Wales 8 0 0.0

Regulatory Policy Committee 8 0 0.0

Royal Navy Submarine Museum 8 0 0.0

School Teachers' Review Body 8 0 0.0

The Theatres Trust 8 0 0.0

Victoria and Albert Museum 8 0 0.0

Board of Trustees of the Royal Botanic Gardens Kew 7 0 0.0

Committee on Climate Change 7 0 0.0

Defence Electronics and Components Agency 7 0 0.0

Defence Science and Technology Laboratory 7 0 0.0

30

Engineering and Physical Sciences Research Council 7 0 0.0

Export Guarantees Advisory Council 7 0 0.0

Forest Enterprise (England) 7 0 0.0

Forest Research 7 0 0.0

Gangmasters Licensing Authority 7 0 0.0

HM Inspectorate of Probation 7 0 0.0

Highways England 7 0 0.0

Horserace Betting Levy Board 7 0 0.0

Independent Advisory Panel on Deaths in Custody 7 0 0.0

Independent Police Complaints Commission 7 0 0.0

Innovate UK 7 0 0.0

Legal Services Board 7 0 0.0

Natural Environment Research Council 7 0 0.0

Nuclear Liabilities Financing Assurance Board 7 0 0.0

Office of Surveillance Commissioners 7 0 0.0

Office of the Regulator of Community Interest Companies 7 0 0.0

Parades Commission for Northern Ireland 7 0 0.0

Science and Technology Facilities Council 7 0 0.0

Traffic Commissioners for Great Britain 7 0 0.0

UK Atomic Energy Authority 7 0 0.0

Animal and Plant Health Agency 6 0 0.0

Central Arbitration Committee 6 0 0.0

Centre for Environment, Fisheries and Aquaculture Science 6 0 0.0

Covent Garden Market Authority 6 0 0.0

Defence Sixth Form College 6 0 0.0

Fuel Poverty Advisory Group 6 0 0.0

Government Office for Science 6 0 0.0

Independent Medical Expert Group 6 0 0.0

Law Commission 6 0 0.0

Migration Advisory Committee 6 0 0.0

National Museums Liverpool 6 0 0.0

Royal Mint Advisory Committee 6 0 0.0

Sports Grounds Safety Authority 6 0 0.0

Technical Advisory Board 6 0 0.0

UK Co-ordinating Body 6 0 0.0

UK Sport 6 0 0.0

Veterinary Medicines Directorate 6 0 0.0

Wilton Park 6 0 0.0

Construction Industry Training Board 5 0 0.0

Defence and Security Media Advisory Committee 5 0 0.0

Ebbsfleet Development Corporation 5 0 0.0

Education Funding Agency 5 0 0.0

Gambling Commission 5 0 0.0

Government Internal Audit Agency 5 0 0.0

31

Independent Commission on Freedom of Information 5 0 0.0

Information Commissioner's Office 5 0 0.0

National Forest Company 5 0 0.0

National Measurement and Regulation Office 5 0 0.0

Natural History Museum 5 0 0.0

Skills Funding Agency 5 0 0.0

UK Space Agency 5 0 0.0

Wave Hub 5 0 0.0

Welsh Language Commissioner 5 0 0.0

Arts and Humanities Research Council 4 0 0.0

Boundary Commission for England 4 0 0.0

Boundary Commission for Northern Ireland 4 0 0.0

Boundary Commission for Scotland 4 0 0.0

Boundary Commission for Wales 4 0 0.0

Housing Ombudsman 4 0 0.0

Human Tissue Authority 4 0 0.0

The Insolvency Service 4 0 0.0

The Legal Ombudsman 4 0 0.0

Maritime and Coastguard Agency 4 0 0.0

New Forest National Park Authority 4 0 0.0

Prisons and Probation Ombudsman 4 0 0.0

Sea Fish Industry Authority 4 0 0.0

Government Equalities Office 3 0 0.0

Lake District National Park Authority 3 0 0.0

National College for Teaching and Leadership 3 0 0.0

National Probation Service 3 0 0.0

UK Commission for Employment and Skills 3 0 0.0

Coal Authority 2 0 0.0

Estyn 2 0 0.0

Independent Complaints Reviewer 2 0 0.0

Intelligence Services Commissioner 2 0 0.0

Interception of Communications Commissioner 2 0 0.0

Parole Board 2 0 0.0

Pensions Ombudsman 2 0 0.0

Youth Justice Board for England and Wales 2 0 0.0

Advisory Committee on Novel Foods and Processes 1 0 0.0

Advisory Committee on the Microbiological Safety of Food 1 0 0.0

The Advisory Council on National Records and Archives 1 0 0.0

Advisory Group on Military Medicine 1 0 0.0

Animals in Science Committee 1 0 0.0

Biometrics Commissioner 1 0 0.0

British Museum 1 0 0.0

British Pharmacopoeia Commission 1 0 0.0

Certification Officer 1 0 0.0

32

Commissioner for Public Appointments 1 0 0.0

Committee on Toxicity of Chemicals in Food, Consumer Products and the Environment

1 0 0.0

Criminal Injuries Compensation Authority 1 0 0.0

Department of Culture, Arts and Leisure Northern Ireland 1 0 0.0

Disabled Persons Transport Advisory Committee 1 0 0.0

Forensic Science Regulator 1 0 0.0

Groceries Code Adjudicator 1 0 0.0

Independent Case Examiner 1 0 0.0

Independent Chief Inspector of Borders and Immigration 1 0 0.0

Independent Reviewer of Terrorism Legislation 1 0 0.0

Industrial Injuries Advisory Council 1 0 0.0

Judicial Appointments and Conduct Ombudsman 1 0 0.0

Local Government Ombudsman 1 0 0.0

Macur Review 1 0 0.0

Marine Accident Investigation Branch 1 0 0.0

Morecambe Bay Investigation 1 0 0.0

Office of Manpower Economics 1 0 0.0

Office of the Children's Commissioner 1 0 0.0

Office of the Immigration Services Commissioner 1 0 0.0

Office of the Public Guardian 1 0 0.0

The Parliamentary and Health Service Ombudsman 1 0 0.0

Privy Council Office 1 0 0.0

Rail Accident Investigation Branch 1 0 0.0

Science Advisory Council 1 0 0.0

Social Security Advisory Committee 1 0 0.0

Standards and Testing Agency 1 0 0.0

Surveillance Camera Commissioner 1 0 0.0

Third Party Campaigning Review 1 0 0.0

Veterinary Products Committee 1 0 0.0

Victims' Commissioner 1 0 0.0

Public Sector Organisations Surveyed (Correct as of March 2016) Ministerial Departments

Attorney General's Office

Cabinet Office

Department for Business, Innovation & Skills

Department for Communities and Local Government

Department for Culture, Media & Sport

Department for Education

33

Department for Environment, Food & Rural Affairs

Department for International Development

Department for Transport

Department for Work and Pensions

Department of Energy & Climate Change

Department of Health

Foreign & Commonwealth Office

HM Treasury

Home Office

Ministry of Defence

Ministry of Justice

Northern Ireland Office

Office of the Advocate General for Scotland

Office of the Leader of the House of Commons

Office of the Leader of the House of Lords

Scotland Office

UK Export Finance

Wales Office

Non ministerial departments

The Charity Commission

Competition and Markets Authority

Crown Prosecution Service

Food Standards Agency

Forestry Commission

Government Actuary's Department

Government Legal Department

HM Revenue & Customs Works

Land Registry

NS&I

The National Archives

National Crime Agency

Office of Rail and Road

Ofgem

Ofqual

Ofsted

Ordnance Survey

Serious Fraud Office

Supreme Court of the United Kingdom

UK Statistics Authority Works

UK Trade & Investment

The Water Services Regulation Authority

34

Agencies and Other Public Bodies

Academy for Justice Commissioning

Accelerated Access Review

The Adjudicator’s Office

Administration of Radioactive Substances Advisory Committee

Advisory Committee on Animal Feedingstuffs

Advisory Committee on Business Appointments

Advisory Committee on Clinical Excellence Awards

Advisory Committee on Conscientious Objectors

Advisory Committee on Novel Foods and Processes

Advisory Committee on Releases to the Environment

Advisory Committee on the Microbiological Safety of Food

Advisory Committees on Justices of the Peace

The Advisory Council on National Records and Archives

Advisory Council on the Misuse of Drugs

Advisory Group on Military Medicine

Advisory Panel on Public Sector Information

Advisory, Conciliation and Arbitration Service

Agriculture and Horticulture Development Board

Air Accidents Investigation Branch

Animal and Plant Health Agency

Animals in Science Committee

Appointed person for England and Wales under the Proceeds of Crime Act 2002

Armed Forces' Pay Review Body

Arts Council England

Arts Council of Wales

Arts and Humanities Research Council

Bank of England

Big Lottery Fund

Biometrics Commissioner

Biotechnology and Biological Sciences Research Council

Board of Trustees of the Royal Botanic Gardens Kew

Boundary Commission for England

Boundary Commission for Northern Ireland

Boundary Commission for Scotland

Boundary Commission for Wales

British Business Bank

British Council

British Film Institute

British Hallmarking Council

British Library

35

British Museum

British Pharmacopoeia Commission

British Transport Police Authority

Broads Authority

Building Regulations Advisory Committee

Cafcass

Care Quality Commission

Careers Wales

Central Advisory Committee on Pensions and Compensation

Central Arbitration Committee

Centre for Environment, Fisheries and Aquaculture Science

Centre for the Protection of National Infrastructure

Certification Officer

Chevening Scholarship Programme

Civil Justice Council

Civil Nuclear Police Authority

Civil Procedure Rule Committee

Civil Service Commission

Coal Authority

Commission on Human Medicines

Commissioner for Public Appointments

Committee on Climate Change

Committee on Mutagenicity of Chemicals in Food, Consumer Products and the Environment

Committee on Radioactive Waste Management

Committee on Standards in Public Life

Committee on Toxicity of Chemicals in Food, Consumer Products and the Environment

Commonwealth Scholarship Commission in the UK

Companies House

Company Names Tribunal

Competition Appeal Tribunal

Competition Service

Construction Industry Training Board

Consumer Council for Water

Copyright Tribunal

Council for Science and Technology

Covent Garden Market Authority

Criminal Cases Review Commission

Criminal Injuries Compensation Authority

Criminal Procedure Rule Committee

Crown Commercial Service

The Crown Estate

Dartmoor National Park Authority

36

Defence Academy of the United Kingdom

Defence Electronics and Components Agency

Defence Nuclear Safety Committee

Defence Science and Technology Laboratory

Defence Scientific Advisory Council

Defence Sixth Form College

Defence and Security Media Advisory Committee

Department of Culture, Arts and Leisure Northern Ireland

Disabled People’s Employment Corporation

Disabled Persons Transport Advisory Committee

Disclosure and Barring Service

Drinking Water Inspectorate

Driver and Vehicle Licensing Agency

Driver and Vehicle Standards Agency

Ebbsfleet Development Corporation

Economic and Social Research Council

Education Funding Agency

Engineering Construction Industry Training Board

Engineering and Physical Sciences Research Council

English Institute of Sport

Environment Agency

Equality and Human Rights Commission

Estyn

Exmoor National Park Authority

Export Guarantees Advisory Council

FCO Services

Family Justice Council

Family Procedure Rule Committee

Financial Conduct Authority

Fire Service College

Fleet Air Arm Museum

Forensic Science Regulator

Forest Enterprise (England)

Forest Research

Fuel Poverty Advisory Group

Gambling Commission

Gangmasters Licensing Authority

Geffrye Museum

General Advisory Committee on Science

Government Communications Headquarters

Government Equalities Office

Government Estates Management

37

Government Internal Audit Agency

Government Office for Science

Great Britain-China Centre

Groceries Code Adjudicator

HM Courts & Tribunals Service

HM Inspectorate of Constabulary

HM Inspectorate of Prisons

HM Inspectorate of Probation

HM Prison Service

Health Education England

Health Research Authority

Health and Safety Executive

Health and Social Care Information Centre

Heritage Lottery Fund (administered by the NHMF)

High Speed Two (HS2) Limited

Higher Education Funding Council for England

Highways England

Historic England

Homes and Communities Agency

Horniman Public Museum and Public Park Trust

Horserace Betting Levy Board

House of Lords Appointments Commission

Housing Ombudsman

Human Fertilisation and Embryology Authority

Human Tissue Authority

Imperial War Museum

Independent Advisory Panel on Deaths in Custody

Independent Agricultural Appeals Panel

Independent Anti-slavery Commissioner

Independent Case Examiner

Independent Chief Inspector of Borders and Immigration

Independent Commission for Aid Impact

Independent Commission on Freedom of Information

Independent Complaints Reviewer

Independent Family Returns Panel

Independent Medical Expert Group

Independent Monitoring Boards of Prisons, Immigration, Removal Centres and Short Term Holding Rooms

Independent Police Complaints Commission

Independent Reconfiguration Panel

Independent Reviewer of Terrorism Legislation

Industrial Development Advisory Board

38

Industrial Injuries Advisory Council

Information Commissioner's Office

Innovate UK

Insolvency Practitioners Tribunal

Insolvency Rules Committee

The Insolvency Service

Intellectual Property Office Works

Intelligence Services Commissioner

Interception of Communications Commissioner

Investigatory Powers Tribunal

The Jeffrey Review

Joint Nature Conservation Committee

Judicial Appointments Commission

Judicial Appointments and Conduct Ombudsman

Lake District National Park Authority

Land Registration Rule Committee

Law Commission

Leasehold Advisory Service

Legal Aid Agency

The Legal Ombudsman

Legal Services Board

Local Government Ombudsman

Low Pay Commission

Macur Review

Marine Accident Investigation Branch

Marine Management Organisation

Maritime and Coastguard Agency

Marshall Aid Commemoration Commission

Medical Research Council

Medicines and Healthcare products Regulatory Agency

Met Office

Migration Advisory Committee

Monitor

Morecambe Bay Investigation

NHS Blood and Transplant

NHS Business Services Authority

NHS England

NHS Litigation Authority

NHS Pay Review Body

NHS Trust Development Authority

NHS Wales Informatics Service

National Army Museum

39

National College for Teaching and Leadership

National Counter Terrorism Security Office

National Crime Agency Remuneration Review Body

National DNA Database Ethics Group

National Employer Advisory Board

National Employment Savings Trust (NEST) Corporation

National Forest Company

National Gallery

National Heritage Memorial Fund

National Information Board

National Infrastructure Commission

National Institute for Health and Care Excellence

National Measurement and Regulation Office

National Museum of the Royal Navy

National Museums Liverpool

National Offender Management Service

National Portrait Gallery

National Probation Service

Natural England

Natural Environment Research Council

Natural History Museum

Natural Resources Wales

New Forest National Park Authority

North York Moors National Park Authority

Northern Ireland Human Rights Commission

Northern Ireland Policing Board

Northern Ireland Statistics and Research Agency

Northern Lighthouse Board

Northumberland National Park Authority

Nuclear Decommissioning Authority Works

Nuclear Liabilities Financing Assurance Board

Nuclear Research Advisory Council

Ofcom

Office for Budget Responsibility

Office for Fair Access

Office for National Statistics

Office of Manpower Economics

Office of Surveillance Commissioners

Office of the Children's Commissioner

Office of the Immigration Services Commissioner

Office of the Public Guardian

Office of the Registrar of Consultant Lobbyists

40

Office of the Regulator of Community Interest Companies

Office of the Schools Adjudicator

Official Solicitor and Public Trustee

Oil and Gas Authority

Parades Commission for Northern Ireland

The Parliamentary and Health Service Ombudsman

Parole Board

Payment Systems Regulator

Peak District National Park Authority

Pension Protection Fund Ombudsman

The Pensions Advisory Service

Pensions Ombudsman

The Pensions Regulator

Planning Inspectorate

Plant Varieties and Seeds Tribunal

Police Advisory Board for England and Wales

Police Discipline Appeals Tribunal

Police Remuneration Review Body

Prison Service Pay Review Body

Prisons and Probation Ombudsman

Privy Council Office

Professional Standards Authority for Health and Social Care

Public Health England

Public Health Wales

Queen Elizabeth II Conference Centre

Radioactive Waste Management

Rail Accident Investigation Branch

Regulatory Policy Committee

Reserve Forces' and Cadets' Associations

Review Board for Government Contracts

Review Body on Doctors' and Dentists' Remuneration

The Reviewing Committee on the Export of Works of Art and Objects of Cultural Interest

Royal Air Force Museum

Royal Armouries Museum

Royal Marines Museum

Royal Mint

Royal Mint Advisory Committee

Royal Museums Greenwich

Royal Navy Submarine Museum

Royal Parks

Rural Payments Agency

School Teachers' Review Body

41

Science Advisory Council

Science Museum Group

Science and Technology Facilities Council

Scientific Advisory Committee on the Medical Implications of Less-Lethal Weapons

Sea Fish Industry Authority

Secret Intelligence Service

Security Industry Authority

The Security Service

Security Vetting Appeals Panel

Senior Salaries Review Body

Sentencing Council for England and Wales

Service Complaints Ombudsman

Service Prosecuting Authority

Single Source Regulations Office

Sir John Soane's Museum

Skills Funding Agency

Social Mobility and Child Poverty Commission

Social Science Research Committee

Social Security Advisory Committee

South Downs National Park Authority

Sport England

Sports Council for Wales

Sports Grounds Safety Authority

Stabilisation Unit

Standards and Testing Agency

Student Loans Company

Surveillance Camera Commissioner

Tate

Technical Advisory Board

The Theatres Trust

Third Party Campaigning Review

Traffic Commissioners for Great Britain

Transport Focus

Treasure Valuation Committee

Tribunal Procedure Committee

Trinity House

UK Anti-Doping

UK Atomic Energy Authority

UK Co-ordinating Body

UK Commission for Employment and Skills

UK Debt Management Office

UK Financial Investments Limited

42

UK Green Investment Bank

UK Holocaust Memorial Foundation

UK Hydrographic Office

UK Space Agency

UK Sport

United Kingdom Reserve Forces Association

Valuation Office Agency

Valuation Tribunal

Vehicle Certification Agency

Veterans Advisory and Pensions Committees

Veterinary Medicines Directorate

Veterinary Products Committee

Victims' Advisory Panel

Victims' Commissioner

Victoria and Albert Museum

Visit Britain

Visit England

Wales Audit Office

Wallace Collection

Wave Hub

Welsh Language Commissioner

Westminster Foundation for Democracy

Wilton Park

Yorkshire Dales National Park Authority

Youth Justice Board for England and Wales

High Profile Groups

Better Regulation Delivery Office Works

Bona Vacantia

Border Force

British Cattle Movement Service

Broadmoor Hospital investigation

CESG

Centre for Defence Enterprise

Chief Fire and Rescue Adviser

Civil Nuclear Constabulary

Civil Service Fast Stream

Civil Service Fast Track Apprenticeship

Civil Service Reform

Civil Service Resourcing

Counter Fraud and Security Management Service

Defence Equipment and Support

43

Defence Infrastructure Organisation

District Valuer Services (DVS)

Efficiency and Reform Group

Export Control Organisation

Financial Services Organisation

Financial Services Trade and Investment Board

Government Chemist

Government Commercial Function

Government Communication Service

Government Corporate Finance Profession

Government Digital Service

Government Economic Service

Government Finance Profession

Government IT Profession

Government Knowledge & Information Management Profession

Government Legal Service

Government Occupational Psychology Profession

Government Operational Research Service

Government Planning Inspectors

Government Planning Profession

Government Property Profession

Government Science & Engineering Profession

Government Security Profession

Government Social Research Profession

Government Statistical Service

Government Tax Profession

Government Veterinary Surgeons

HM Nautical Almanac Office

HM Passport Office

Healthcare UK

Human Resources Profession

Immigration Enforcement

Infrastructure and Projects Authority

Intelligence Analysis

Internal Audit Profession

Joint Forces Command

Medical Profession

Military Aviation Authority

National security and intelligence

Office for Disability Issues

Office for Life Sciences

Office for Low Emission Vehicles

44

Office of Tax Simplification

Office of the Parliamentary Counsel

Open Public Services

Operational Delivery Profession

Policy Profession

Procurement profession

Project Delivery Profession

Queen's Harbour Master

Regeneration Investment Organisation

Rural Development Programme for England Network

Schools Commissioners Group

The Shareholder Executive

UK Trade & Investment Defence & Security Organisation

UK Visas and Immigration

UKTI Education

UKTI Life Sciences Organisation

Veterans UK

Public Corporations

Architects Registration Board

BBC

BBC World Service

Channel 4

Civil Aviation Authority

Historic Royal Palaces

London and Continental Railways Ltd

Office for Nuclear Regulation

The Oil and Pipelines Agency

Pension Protection Fund

S4C

Devolved Administrations

Northern Ireland Executive

The Scottish Government

Welsh Government

45

Elevation Networks

Elevation Networks (EN) is an award winning youth employment charity that seeks to develop the

leadership potential of young people to increase their employability.

EN works with young people aged 11-25 specifically focusing on groups that are traditionally

underrepresented within the labour market and in certain industries. The groups are ethnic

minorities, women, young people from low socio-economic backgrounds, students from non-Russell

group universities and young people Not in Education, Employment or Training (NEET).

Elevation Networks Trust Plouviez House 19-20 Hatton Place London, EC1N 8RU Telephone: +44 (0)207 404 3927 Email: research@elevationnetworks.org

www.elevationnetworks.org

©Elevation Networks Trust, 2015. Registered Charity 1128228