Mentoring support slides – Extracts from RfO Race to Progress research June 2011

1. Mentoring support slides – Extracts from RfO Race to Progress research June 2011

2. “Do they have access to mentors?” Structural Support Mechanisms

3. A large proportion of both Indian and African respondents who didn’t currently have access to mentors would like to in the future Base: n=1557 (W.British n=206, Mixed n=201, Indian n=383, Pakistani n=195, Bangladeshi n=61, Chinese n=107, Caribbean n=222, African n=182)

4. 32% currently have a mentor Understanding the impact of mentoring across our ethnically diverse sample 37% don’t currently have a mentor but would like one 31% don’t currently have a mentor and don’t want one

5. There are clear attitudinal differences across each of our different segments – ultimately, mentoring increases career satisfaction

6. Summary – Structural Support Mechanisms Not everyone wants access to a mentor Indian and African participants in particular were most interested Pakistani and Bangladeshi less so Networking (professionally) was seen to be important, but perhaps not all got the opportunities they wanted While Indian and African respondents were very interested, they had very limited confidence Particularly alarming for African respondents, who had constantly indicated belief in their own abilities Training programmes were more apparent amongst employees of larger organisations Interest in programmes which fast tracked to Senior Management reflected earlier attitudes to career progression Barriers were dominated by a level of apathy and lack of interest However, those that were interested saw these sorts of programmes as a real sign of progression, giving them confidence and recognition of their personal development

7. Networking “Are they interested in networking?”

8. Q39. How often do you network professionally in your current role? One quarter of Caribbean respondents have never networked professionally Base: n=1557 (W.British n=206, Mixed n=201, Indian n=383, Pakistani n=195, Bangladeshi n=61, Chinese n=107, Caribbean n=222, African n=182)

9. Q43. How important do you believe professional networking is when thinking about career progression? TOP TWO BOX ONLY As a rule of thumb, the larger the employer the more beneficial they see networking 67% male Even though one-quarter of Caribbean respondents had never networked professionally, nearly three-quarters thought it was important for career progression Base: n=1557 (W.British n=206, Mixed n=201, Indian n=383, Pakistani n=195, Bangladeshi n=61, Chinese n=107, Caribbean n=222, African n=182)

10. Q43. How important do you believe professional networking is? Q42. How confident are you when networking in a professional environment? TOP TWO BOX SCORES ONLY Despite believing professional networking to be important, both African and Indian respondents were not confident when doing it Base: n=1557 (W.British n=206, Mixed n=201, Indian n=383, Pakistani n=195, Bangladeshi n=61, Chinese n=107, Caribbean n=222, African n=182)

11. Q41. Which of the following statements around networking do you agree with? AGREE ONLY Despite their lack of confidence with networking, both African and Indian respondents enjoyed it significantly more than Mixed Race respondents (who were much more confident) Base: n=1557 (W.British n=206, Caribbean n=222, African n=182)

12. Q44. What groups of people do you mix with in your working environment? PEOPLE WHO ARE LIKELY TO INFLUENCE MY CAREER ONLY Interestingly, African and Indian respondents are more likely to network internally with influencers 24% female Base: n=1557 (W.British n=206, Mixed n=201, Indian n=383, Pakistani n=195, Bangladeshi n=61, Chinese n=107, Caribbean n=222, African n=182)

13. Q40. How often do you network socially in your current role? Continuing the trend, African and Indian respondents were also networking socially more often Base: n=1557 (W.British n=206, Mixed n=201, Indian n=383, Pakistani n=195, Bangladeshi n=61, Chinese n=107, Caribbean n=222, African n=182)

14. SURVEY PARTICIPANTS