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Issue Date:- 23 June 2008

Report urges employer action to boost recruitment from diverse groups

A report examines the recruitment trends of female, ethnic minority and disabled managers with the aim of informing ways of attracting more diverse talent in the workplace.  The report explores where people from diverse groups look for work, what attracts them to a job and to a particular employer.  It encourages employers to develop their understanding of job search habits if they are to avoid overlooking the talents of diverse groups when recruiting.

Stephen Timms Minister of State for Employment and Welfare Reform says:- “This study shows that it is vital that employers take a close look at the methods they use to attract new recruits and to appeal to all groups and not just a limited band of potential employees.  Understanding the aspirations of the whole workforce is key to recruiting and retaining the best employees.”

The report, produced following a major research programme by the Chartered Management Institute, Department for Work & Pensions and Institute for Employment Studies, provides a picture of the different career aspirations of managers from under represented groups and the barriers that they perceive themselves facing.  It also offers practical explanations for employers when recruiting for senior manager roles.

Offering an insight into the favoured job search methods of ethnic minority employees, the study reveals that 67% of the 1,350 managers surveyed regularly browse job adverts, with 56% admitting they are actively seeking new roles.  67% also say they would consider moving if the right offer came along and 28% claim they are registered with recruitment consultants.  Asked how they identify new opportunities, 81% scour newspapers, with 76% using online job searches.  67% rely on personal networks or professional bodies (60%).  The results also show significantly different approaches to job hunting methods across ethnic groups.  Press advertising, for example, is more popular amongst black managers (4.30 on a 5 point scale), online searches are preferred by Asian managers (4.22) and personal networking favoured by white managers (3.86).

Yet despite the variety of search habits across ethnic groups, indications are that print media continues to be a major source of job advertising.  The data shows that 37% of individuals claim they found their current job through the press.  Only 11% cited online job searches as the primary source of the vacancy they filled.  Figures were similarly low for networking (25%), recruitment agencies (12%), head-hunters and online advertising (both 9%). 

The report suggests that perceptions of prejudice may be a key factor behind the desire to find new jobs.  For example, 1 in 3 Asian managers and 20% of black managers indicateracial discrimination as a barrier to career progression.  This contrasts to just under 10% of those from mixed ethnic background and 1% of white managers.  The perception is backed up by additional data outlining career ambition and progress amongst under-represented groups.  For example, although more black managers wanta more senior managerial position (63%) than their white counterparts (52%), disappointment with their current role is more acute amongst black (23%) than white managers (13%).

Further evidence of discrimination is uncovered when respondents reacted to questions about development opportunities.  For example, although 77% accepted their current job because of promised development opportunities’, just 45% believe their employer has developed their skills impressivelyorwell.  Ethnic minority groups feel particularly let down, with more Asian (24%) and black (22%) managers reporting inadequateor very inadequate development than white managers (16%).

Jo Causon, director, marketing and corporate affairs, at the Chartered Management Institute, says:- “Despite increasing demands for openness and transparency many of the barriers to achieving greater diversity at a senior management level persist.  It should be a key concern for employers because they run the risk of wasting a talent pool that already exists.”

Hülya Hooker, IES Research Fellow and author of the report, said:- "This study reveals what is happening in practice in the careers of managers.  If organisations want management talent at the top, it's there, and in an ethnically diverse pool.  Recruitment approaches must recognise that managers from different ethnic groups are attracted by different benefits.  What this talent has in common, though, is a drive to be challenged, to grow, and to achieve.  And if the challenge and opportunity goes, so will they.

Organisations therefore need to understand and engage with what really motivates their managers, before and after recruitment - and long before they hear the rustle of the jobs pages."

The executive summary can be downloaded from


THE UK's leading and longest established group of investigative and testing laboratories has recently seen a significant increase in enquiries from householders hoping to take manufacturers and retailers to court.

Manchester based Shirley Technologies Ltd (STL) is a UKAS (United Kingdom Accreditation Service) accredited laboratory providing competitive, independent, expert textile testing, certification, advisory and investigation services across the traditional and specialist textile industries. 

STL is an independent subsidiary of BTTG Ltd, formerly the British Textile Technology Group.  With more than 80 years experience, Shirley Technologies Ltd provides unrivalled and expert reassurance through its technical services to a global network of clients which include manufacturers, retailers, the legal profession, police, consumers and related interest groups including Trading Standards.  Highly qualified and experienced technical staff work directly with clients to ensure that they receive the best advice and service in a wide range of technical areas.

Shirley Technologies (STL) says that more and more consumers are picking up on faults ranging from colour variations, colour fastness issues and poor manufacturing quality, to suspected skin irritants, carcinogenic and allergenic dyestuffs in textile products - and even evidence of manufacturers' risky cost-cutting exercises.

"Around 75% of the calls, letters and emails we receive about faulty or suspected harmful products are from consumers hoping to take manufacturers or retailers to court, or to extract some sort of compensation from them. 

The issue is that such action can be very expensive, and while some of the claims are invariably valid - despite manufacturers rejecting such claims - it will always be enormously expensive to drive through an action. 

However, there are perils and pitfalls on both sides: while consumers are usually put off by the potential cost, once in a while principle will take over, and a successful claim will be won." said Ian Strudwick of STL. 


PARTICIPANTS WANTED for DNA series presented by Lorraine Kelly

Do you have unanswered questions that could be solved by a DNA test?  

Do you think you’ve found a long-lost relative but need proof?

Are you seeking the truth about a family secret?

Then we want to hear from you!

TV favourite, Lorraine Kelly will soon return to our screens to present a second series of DNA Stories on Sky Real Lives.  The producers of this unique series are now looking for participants from your area.

Made by SMG Productions, DNA Stories sets out to help people find answers to unresolved family issues.  With the help of a free DNA test we can confirm the identity of a relative, or reunite you with a long-lost sibling.  Participants are filmed in the comfort of their own home, where the DNA test will be carried out by one of the leading DNA testing companies in the country.  Joined by their family, they then meet presenter Lorraine Kelly on a private set, where the potentially life-changing results are revealed.

Lorraine said:- “DNA testing is an intriguing subject and I’m very excited about filming another series of DNA Stories.  I have no doubt the second series will be as successful as the first.”

Producer, Cameron Miller added:- “This show helps solve people’s DNA dilemmas in a non-sensational way, without judgement or conflict, and is different from anything else on television.  I’d like to encourage anyone with an unresolved issue that could be solved by DNA testing to get in touch.  This programme might give you the answers you are looking for.”

If you are interested in appearing on the programme, we want to hear from you!  Please contact the production team on 0871 827 5020 or email.  Those who call will be under no obligation to take part, and all information is completely confidential.   The first series of DNA Stories aired on Sky Real Lives earlier this year.

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