Change the Race Ratio is proud to be the campaign partner of The Parker Review. Together, we work to drive sustained business action to increase racial and ethnic minority representation on boards and within senior management teams across the UK.
Each year, The Parker Review collects data from FTSE 350 companies and the 50 largest privately owned UK businesses. This data helps track progress on ethnic diversity in business leadership and highlights the actions companies are taking to meet the Review’s recommendations.
Business engagement remains strong
Every FTSE 100 company submitted data to the Review this year, and 92% of the FTSE 250 did the same.
Board progress
- 303 firms in the FTSE 350 now have at least one ethnic minority director on their board
- There are 482 ethnic minority board directors in the FTSE 350 - a representation level of 17.3%, increasing to 20% in the FTSE 100
- Black representation in FTSE350 board directors is declining. In the FTSE100 representation fell from 2.4% to 2.3% and in the
- FTSE250 representation dropped from 2.5% to 2.1%
- Amongst ethnic minority board directors in the FTSE 350 there is a 50:50 gender balance (male and female)
- There are 40 ethnic minority board directors in the top 50 private business a representation level of 12% - down by 1 percentage point from last year
Senior management progress
- Overall 30% of the 400 businesses covered by the review have set a target for senior management representation - down by 5 percentage points from last year
- In the FTSE 100, the average target for ethnic minority representation is 15% by the end of 2027, current representation is 11%
- In the FTSE 250, the average target for ethnic minority representation is 13% by the end of 2027, current representation is 11% - up by 2 percentage points from last year
- In the top 50 private businesses, the average target for ethnic minority representation is 13% by the end of 2027, current representation is 10% - up by 1 percentage point from last year
- Black leaders are significantly underrepresented compared to white colleagues and other ethnic minorities with representation standing at just 1.3%
The report also features a case study and a thought leadership article from Change the Race Ratio member TSB and EY, respectively, as well as a section from us at Change the Race Ratio.
Our members are leading the way in driving change. Below is a brief summary of the data collected and published in our 2025 Progress report last year.
Change the Race Ratio members
- Board representation has increased rising from 15.3% to 20% in the last year
- More than half of the respondents now have boards that include two or more ethnic minority directors, an increase from 47% in 2024
- Ethnic minority representation in senior management is 15.86% up from 9% in 2021
- Black representation in senior management rose from 1.75% in 2024 to 2.58%, though one-third of respondents reported having no Black senior managers
- Data from census respondents shows that ethnic minority attrition of 12.65%, is slightly lower than overall attrition of 13.77%, suggesting members are not only taking action to increase representation but working towards building a more inclusive workplace culture overall.
Sir Trevor Phillips, Chair, Change the Race Ratio, Comments on the findings
"This year's Parker review data shows progression across the FTSE350 in ethnic minority representation at both board and senior management levels, and it's particularly encouraging that business engagement has not wavered. Every FTSE 100 company submitted data to the Review this year, and 92% of the FTSE 250 did the same. At a time when EDI is facing real pressure, UK business leaders are holding firm as they recognise the commercial benefits of harnessing the full power of the labour market.
But the data also reminds us that significant work remains. Black representation at board and senior management level has declined this year, and private companies remain some way short of their 2027 target. Sustained commitment must translate into sustained action and particularly for the communities where significant under representation exists.
Looking ahead, the pending Government consultation response on mandatory ethnicity pay gap reporting represents a significant moment for business. Transparency has always been a cornerstone of progress and mandatory EPG reporting will give businesses, employees and wider society a clearer picture of where inequalities persist and where action is needed. We look forward to working with the Parker Review and the Government on this agenda."
