Looking for the latest diversity in recruitment stats in the UK and beyond?
We’ve done a complete round-up of 50 statistics that focus on different areas of workplace diversity, across diversity in the tech industry, UK specific statistics, and general diversity facts and figures.
Diversity in the Tech Industry
18% of UK IT professionals were born overseas.
Only 17% of UK IT specialists are female, 8% are disabled, and 21% are over 50.
The average salary for women in tech is £59,209, compared with the average male salary of £78,599 – a difference of 25%.
IT specialists from minority groups are more likely than others to be in non-permanent employment.
83% of tech executives are white.
Women or people with a disability are paid on average 15% and 16% less, respectively, than their male, able-bodied counterparts – although IT specialists from minority groups were found to have higher-than-average weekly earnings.
IT specialists from minority groups are generally more likely than others to be self-employed and this was particularly the case for older workers in such positions.
Over one fifth of older and disabled IT specialists are thought to be under educated/skilled in their job.
Only 3% of IT specialists in Northern Ireland have disabilities.
Almost a third of IT specialists in London are from minority ethnic groups.
Two-thirds of tech leavers indicate that they would have stayed if their employer fixed its work culture.
Workforce Diversity in the UK
47% of the UK workforce are women.
For every £1 earned by a man, a woman earns 81p.
Only 9.7% of executive positions in the FTSE 100 companies are held by women.
78% of firms in the UK pay men more than women.
Only 29% of British MPs are women.
76% of employees in the UK believe men and women are paid equally at their company.
The underemployment rate for the BME population is still higher (15.3%) than that for white workers (11.5%) in the UK.
All BME groups are more likely to be overqualified than White ethnic groups but White employees are more likely to be promoted than all other groups
The employment rate for ethnic minorities in the UK is only 62.8% compared with an employment rate for White workers of 75.6%.
BME groups tend to have unequal access to opportunities for development, often because of a lack of clear information on training opportunities or progression routes within their workplaces.
Only one in 16 top management positions are held by an ethnic minority person.
People with disabilities are more likely to be working part-time than those without disabilities.
Almost a third (32%) of all BAME employees have witnessed or experienced racism from colleagues in the last five years.
46.3% of working-age disabled people are in employment compared to 76.4% of working-age non-disabled people.
Disabled adults are nearly three times as likely as non-disabled adults to have no formal qualifications, 30% and 11% respectively.
In 2003 it became illegal for UK employers to discriminate based on sexual orientation.
Increasing workplace diversity can boost the UK economy by £24 billion a year.
32% of LGBT employees choose to hide their sexual orientation.
One in eight trans employees have been physically attacked by colleagues or customers.
One in ten black, Asian and minority ethnic LGBT staff have been physically attacked because of their sexual orientation and/or gender identity, compared to three per cent of white LGBT staff.
Almost a third of non-binary people (31%) and one in five trans people (18 %) don’t feel able to wear work attire representing their gender expression.
One in eight lesbian, gay and bi people wouldn’t feel confident reporting any homophobic or biphobic bullying to their employer.
18% of LGBT staff in the UK have been the target of negative comments or conduct from work colleagues
General Workforce Diversity Stats
Two-thirds of FTSE 100 companies have all-white executive leaderships and just 3.5% of senior executives come from a BAME background.
Employees who work for a female manager are six times more engaged, on average, than those who work for a male manager.
78% of companies focus on diversity to improve work culture, 62% to improve company performance, and 49% to better represent customers.
On average, having women in leadership positions aligned with a 15 percent increase in profitability.
Women (82%) are more likely than men (76%) to prefer new or additional benefits/perks over a pay increase.
Men earn 24.1% higher base pay than women on average.
68% of women accepted the salary they were first offered and did not negotiate.
67% of U.S. employees said they were not likely to apply for a job at a company where men and women were paid unequally for the same work.
In 2016, 70% of Google’s global workforce was male.
Bilingual employees earn 10% more revenue.
Among graduates with science degrees, 71% of men, but only 43% of women, work as professionals in physics, mathematics and engineering.
Unfair treatment and turnover costs companies $16 billion per year.
Only 8% of women say they have never experienced gender bias in the workplace.
27% of women working in tech say they always or often experience gender bias in the workplace.
Just 1% of Google’s tech staff is black, 2% is Hispanic, and 17% are women.
The two biggest barriers women say they face in the technology workplace are lack of mentors (48%) and lack of female role models (42%).
Find out more about diversity when recruiting over at: https://yourprimerecruitment.com/diversity