Commenting on a new report that shows many professions are inaccessible to those from less affluent backgrounds, Joy Warmington, CEO of brap, said:

“This report is welcome and long overdue.

“It acknowledges what brap has been saying for many years – that discrimination and disadvantage is often a result of socio-economic factors and not just ‘race’. In a city where white working class boys are as likely to academically underachieve as poor black boys, it’s clear that wasted talent and potential is not restricted to particular ethnic groups.

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“Employers often tell us that people from black and minority ethnic backgrounds don’t apply for the top jobs and that those who do are rarely shortlisted. Traditionally, this under representation has been explained in terms of failings in the education system making BME people less qualified than their white counterparts.

“As a result we’ve seen a huge growth in the number of outreach schemes in recent years where employers work with post-16 education or training providers to provide specific minority groups with ‘on the job’ qualifications and experience. Similarly, many employers now offer mentoring schemes for BME staff, often coupled with leadership training programmes for those identified as having the potential to progress.

“In a recent survey we conducted, though, less than 10% of respondents who were from a black or minority ethnic background found themselves lacking the skills or qualifications needed for the post they were applying for. Instead of ‘positive action’ schemes, they would have been better served simply by having fair recruitment and short listing processes.

“The trouble is that the data regarding educational attainment is frequently misinterpreted, with the low attainment of particular ethnic groups routinely thought to apply to all within that group. But this simply is not the case: there is as much diversity with ethnic groups as there is between them.

“So rather than focusing on measures that improve the visible ‘diversity’ of their workforces, employers should concentrate on ensuring their recruitment and selection processes are fair and open to all – and not just BME – candidates.

“With Birmingham’s ethnic minority population continuing to grow, it is clear that over the next ten years businesses in the city are going to face some huge challenges in terms of who and how they recruit staff. I hope that by reissuing our guidance on the topic, employers will have the knowledge and confidence to meet these challenges with confidence.”

For additional, complete copies of Rethinking Recruitment contact brap on 0121 456 7400 or email This e-mail address is being protected from spam bots, you need JavaScript enabled to view it

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