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Scale of the challenge

Explore the employment rate gaps and disparities faced by Black, Asian, and Minority Ethnic (BAME) communities compared to White counterparts in the UK. Understand the varying patterns, occupation gaps, sector disparities, and regional variations contributing to the employment challenges. Discover insights on BAME youth employment, educational participation, unemployment rates, and the effectiveness of the Work Programme in enhancing BAME employment outcomes.

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Scale of the challenge

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  1. Scale of the challenge Dave Simmonds Centre for Economic & Social Inclusion

  2. Population has grown – but BAME more so

  3. BME and White employment rates

  4. Employment rate gaps falling

  5. Indicators

  6. Differing patterns for employment rate gaps • Employment rate gaps exist for all BAME groups • Some more than others • Large differences between men and women for some groups

  7. Employment rate gaps with white people

  8. Indicators

  9. BAME employment profile • More professionals, but fewer other high paid groups • More at low end of labour market • More in services, fewer in manufacturing, construction

  10. Occupation gaps

  11. Sector gaps

  12. Youth employment • BAME youth educational participation very high – 63% compared with white 44% • But white youth employment very much higher – 53% compared with 31% BAME • NEET are main group of concern – 17% BAME and 18% white

  13. Education and employment – aged 16-24

  14. Indicators

  15. Unemployment • Unemployment rates higher for BAME • Gap for men has fallen • Gap for women has risen

  16. Unemployment rates

  17. BAME Unemployment rate gaps

  18. Indicators

  19. Local variations • BAME employment rates vary much more than white employment rates • The employment rate gap for regions varies from 7 percentage points in the East to 19 points in Yorkshire and the Humber

  20. Regional employment rate gaps

  21. Local employment rates

  22. Indicators • Regional and local employment rate gaps can be measured • But estimates are not robust • So changes may be ‘just survey’ rather than actual

  23. The Work Programme • 150,000 BAME people had been referred to the Work Programme up to July 2012 • 17% of all referrals • Job outcome performance worse than average – but very small difference

  24. Work Programme BAME referrals proportion

  25. Work programme performance

  26. Work Programme performance in London

  27. Indicators

  28. Conclusions • How to increase employment: • Women’s employment rate • Black Caribbean men • Regions and local areas – Y&H, Mids and NW • Under-represented jobs sectors • Making education pay and progression • Improving Work Programme • Using indicators to drive local and national policy

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