In a survey conducted in July 2021 about the whether respondents think that diversity and inclusion in companies and institutions in the United Kingdom had improved or worsened in the last six months, 47.9 percent of the respondents said that it had improved a little, whereas 11.4 percent of respondents said that it had got a little worse.

In a survey conducted in July 2021 regarding the ways in which respondents personally supported diversity and inclusion in the workplace in the United Kingdom, just over half of respondents said that they had talked with friends or family about these matters, while **** percent said that they posted about it publicly on a social media platform.

On 31 March 2024, 91.6% of police officers were White, and 8.4% were from Asian, Black, Mixed, and Other ethnic backgrounds.

White people made up 83.4% of civil servants in March 2024 – they made up 80.7% of the working age population (16 to 64 year olds) in the 2021 Census.

In April 2024, 13.1% of people in non-officer roles in the armed forces were from ethnic minorities, compared with 7.9% in April 2012.

Board gender diversity varied among the UK's largest banks in 2025. Women comprised an average of **** percent of board directors at the ten largest banks. Three banks - HSBC, Virgin Money, and NatWest Group - had female-majority boards. Metro Bank had the lowest female representation, with women holding **** percent of board seats.

This project is the first census of all local councillors in all four constitutive nations of the UK, conducted in 2018 and 2019. The local level, so important to our democracy, is too often ignored, and political representation is predominantly studied at the national level. The particular importance of local level to ethnic representation cannot be overstated as it is often the first step in politics and political careers for many minority politicians, and a first line of contact for minority individuals and communities in need of help. This project seeks to fill this research gap and to put local representation at the heart of studying how ethnic minorities are politically represented in Britain. Our research design was developed to study the experiences of ethnic minority local councillors from visibly racialised backgrounds of both genders, to further our understandings of the mechanisms that underpin representational inequalities. We collected the ethnicity, gender and political party of every local councillor in the UK by referring to council websites. We sought to sample our interviewees to reflect a range of non-white backgrounds and political experience as well as gender balance. Interviewees were asked about how they became involved in local politics, their views on the extent of demand for greater diversity in local government and their experiences of running for selection and election for local government as well as serving as a local councillor. The collection consists of interview transcripts with 95 ethnic minority local councillors, candidates and activists, or white British councillors in local government leadership positions.

The project generated several key findings, in line with the original project themes: 1) The project demonstrates that ethnic diversity alone does not appear to be a key driver of Brexit support, despite much of the public/political narrative in the area. Instead, we demonstrate that it is patterns of segregation which determine when diversity drove Brexit support. Thus, how increasing ethnic diversity of society appears to trigger tensions is in more segregated forms. Where diverse communities are integrated relations actually appear to improve. 2) The project uniquely demonstrates that residential segregation is a significant negative driver of mental health among ethnic minority groups in the UK. Mental health policy in the UK acknowledges that ethnic minorities often suffer worse mental health than their majority group counterparts. This work demonstrates that community characteristics need to be considered in mental health policy; in particular, how patterns of residential segregation are a key determinant of minority group mental health. 3) We demonstrate that, as expected, the ethnic mix of a community is a strong predictor of patterns of interethnic harassment. However, we also demonstrate that, even controlling for this, how residentially segregated an area is a stronger and consistent predictor of greater harassment. This will help societies better identify potential drivers of harassment and areas where focus should be on minimising hate crime. 4) The project demonstrates the key role sites of youth engagement can play in building positive intergroup relations among young people. In particular, their efficacy for overcoming key obstacles to integration such as residential segregation. The project has generated several other impacts related to the project themes of social capital/social cohesion and mental health, as relates to the Covid-19 pandemic: 1) The paper explores the potential impact of the Covid-19 pandemic on people’s perceptions of cohesion in their local communities; particularly for vulnerable groups/communities, such as ethnic minorities or those living in highly deprived neighbourhoods. To this end, we examine both trends over time in overall levels of cohesion as well as patterns of positive and negative changes experienced by individuals using nationally representative data from Understanding Society Study. We test whether rates of positive-/negative-change in cohesion over the pandemic-period differed across socio-demographic groups and neighbourhood characteristics. These trends are then compared to patterns of positive-/negative-change over time experienced in earlier periods to test whether the pandemic was uniquely harmful. We show that the overall levels of social cohesion are lower in June 2020 compared to all of the examined pre-pandemic periods. The decline of perceived-cohesion is particularly high in the most deprived communities, among certain ethnic minority groups and among the lower-skilled. Our findings suggest that the pandemic put higher strain on social-resources among vulnerable groups and communities, who also experienced more negative changes in other areas of life. 2) The study examines the impact of coronavirus-related restrictions on mental health among American adults, and how this relationship varies as a function of time and two measures of vulnerability (preexisting physical symptoms and job insecurity). We draw on data from two waves of Corona Impact Survey, which were fielded in late April and early of May 2020. Multilevel models were used to analyze the hierarchically nested data. Experiencing coronavirus disease-2019 restrictions significantly raise mental distress. This association is stronger for individuals with preexisting health conditions and those who worry about job prospects. These findings hold with the inclusion of region-wave covariates (number of deaths, wave dummy and aggregate measure of restrictions). Finally, there is a cross-level interaction: the restriction-distress connection is more pronounced in the second wave of data. Our research indicates that people who are more physically and/or financially vulnerable suffer more from the imposed restrictions, i.e. ‘social isolation’. The mental health impact of coronavirus pandemic is not constant but conditional on the level of vulnerability.

Results of a survey released in mid-2022 asking customers in the United States and the United Kingdom about their opinions on diverse advertising show that **** of the respondents agreed they would recommend products or services that were advertised in an inclusive and representative way. What is more, ** percent said they were more likely to buy such products or services.

In 2024, 94.0% of all fire and rescue staff in England were White (out of those whose ethnicity was known).

Employment status on Census Day 2021, by personal characteristics.

39.8% of workers from the Indian ethnic group were in 'professional' jobs in 2021 – the highest percentage out of all ethnic groups in this role.

The data measures the ethnic diversity of England and Wales by region and type of area, for example urban and rural. Data comes from the 2011 Census and is published on 'Ethnicity facts and figures'.

This dataset tracks annual diversity score from 2014 to 2023 for Uk Early Childhood Lab vs. Kentucky and Fayette County School District

This statistic presents the share of people employed by arts and cultural organizations funded by Arts Council England from the fiscal year 2018/19, by ethnicity. Over this period, 11 percent of employees working in national portfolio organizations funded by Arts Council England, were of black or minority ethnicity.

The share of female employees in the total workforce of the largest banks in the United Kingdom (UK) was, on average, 52.47 percent in 2023. The most gender-diverse bank among the largest banks in the UK was Nationwide Building Society, where 60.7 percent of the employees were women. It was followed by Virgin Money UK, and The Co-operative Bank. Overall, the gender diversity in the total workforce was higher among the smaller banks. Four out of the five largest banks - HSBC Holdings, Barclays, NatWest Group, and Standard Chartered - did not rank among the five most gender-diverse banks.