Ethnic representation at senior levels remains a live issue in UK hiring. Many organisations publish commitments, but progress stalls when accountability stops at policy.

Hidden bias appears early. Executive shortlists often stay non-diverse. Recruiters then get asked to “find diverse talent” without the authority to challenge the slate. ERGs exist, but they rarely influence hiring panels or succession planning.

What works better is governance plus measurement. Set measurable goals through a formal diversity council. Make senior leaders visibly sponsor ethnic recruitment and progression.

Ethnic Jobsite supports targeted attraction to an opt in ethnic minority audience. It also helps you capture engagement evidence, so reporting reflects behaviour, not assumptions.

For your next senior vacancy, mandate a diverse executive shortlist, run targeted outreach through Ethnic Jobsite, and review measurable outcomes at the diversity council level.