BITC’s yearly benchmarking list, which is being released in stages, focused on progression and leadership, performance and appraisal and bullying and harassment.
The following insight papers which are due to be released in 2015 will focus on fair pay, agile working, strategy and business case, and recruitment.
This year, 114 organisations submitted data to the combined benchmark, a 70% increase from 2012 when it was launched.
Key findings from the benchmarking analysis found that black, Asian minority and ethnic (BAME) employees were less likely to be rated in the top two performance rating categories (27.4%) compared to 35.1% of white employees, while executive directorships were also less likely to be diverse by gender and ethnicity than non-executive directorships.
Overall, white employees were more likely to be promoted overall than all other groups.
However, the analysis did show positive steps being made by organisations, with a 20% increase in the monitoring of employee complaints by gender and 14% increase in monitoring of complaints by ethnicity.
Business in the Community Opportunity Now director Kathryn Nawrockyi said: “The 2014 Benchmark analysis confirms our advice to employers has delivered.
“Progress is driven from the top, change needs to be embedded into core processes, and line managers play a crucial role in creating equal work cultures,” she added.
“We know what works. We now need more organisations from every sector to use this knowledge and take action to close a gender employment gap that has no place in our 21st century workforce.”
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