A new campaign is calling on companies to tackle hiring biases that harm career opportunities and fuel pay inequality for ethnically diverse talent.
People Like Us, a workplace equality advocate, is leading the initiative to highlight how discrimination based on ethnic minority names restricts job prospects and perpetuates unequal pay. The campaign pushes for mandatory ethnicity pay gap reporting to address systemic inequality.
The campaign features a striking two-minute film narrated by British Bangladeshi lyricist Yasmin Ali, who uses spoken word to depict how having the “wrong” name can limit career growth. In the film, ethnic minority workers are left behind at a bus stop while white commuters board first—a symbolic portrayal of workplace inequality.
Key Findings
Research from the University of Oxford shows that applicants with ethnic minority names need to submit 60% more applications than white British candidates to get a callback. A survey by People Like Us, in partnership with Censuswide, further reveals:
- 40% of ethnic minority employees reported pay raises or promotions being rescinded, compared to 23% of white workers.
- 32% of ethnic minority workers clock over eight extra unpaid hours weekly, compared to 27% of white employees.
- Over 70% of ethnic minority professionals fear consequences from discussing pay disparities, compared to 51% of white workers.
The survey also indicates only 21% of employers publish salary bands, and over half of workers support adopting pay transparency laws to create fairness in hiring and pay practices.
Impact on Brands
Ignoring the ethnicity pay gap poses significant risks:
- 33% of ethnic minority employees worry about career progression in companies with high pay gaps.
- 66% of workers avoid roles in such companies unless there are compelling reasons.
- From a consumer perspective, 40% of ethnically diverse professionals hesitate to support brands with large pay gaps.
A Call for Change
The initiative seeks to empower individuals and push businesses to adopt inclusive hiring strategies and transparent salary policies. It aims to ensure that talent is evaluated based on merit, not on personal characteristics like names.
By addressing these biases, businesses can foster equality, attract diverse talent, and build trust with employees and consumers alike.
