How to break the barriers preventing Black & Ethnic Minority professionals from reaching senior & C-suite roles

Leadership coach and author Anthony Francis reflects on the severe lack of Black leadership talent in the UK. He provides key insights on what’s preventing Black and Ethnic Minority professionals from ascending into senior roles, and how to overcome those barriers to improve diversity in leadership.

From my business coaching and leadership experience, it is clear that Black, Asian and Ethnic talent is not in short supply. Indeed, despite the financial costs that can run into tens of thousands, many have privately increased their educational skill sets with degrees and MBAs, in a bid to rise to leadership roles in their field, often without much success.

In recent years, I have become more aware of the challenges that Black professionals particularly face in attempting to climb the corporate ladder. They include challenges around their confidence, ability and their career aspirations. Some find themselves as the only non-White person, with no support, sponsorship or mentoring, to allow them to fully progress in their chosen careers. Others say that they feel they should be “grateful” for the positions they have.

BARRIERS TO PROGRESSION

This is usually further reinforced after talking with friends or family. In turn, many play down their career aspirations to avoid coming across as too ambitions. This often results in them not putting themselves forward for new opportunities they otherwise might have. Some of my clients have also developed an imposter syndrome mentality; where they feel nervous about contributing to meetings because they feel their point of view will not be taken seriously.

There are three main barriers holding back Black, Asian and Ethnic Minority individuals from senior roles. They include:

1. Will they be accepted? The issue here is if you don’t see other people of colour in similar senior roles, your immediate thought is: ‘Will I be accepted? Are they really willing to consider me based on my skill sets and achievements to date, and not my colour?’
2. Their network. It has been known that career progression can be more about who you know rather than what you know. This is also a challenge for Black/minority candidates who don’t normally mix or network in the same in-work, or after work, social circles as their White colleagues. 
3. Lack of confidence: Unless they are adequately encourage/supported, professionals from ethnic backgrounds may not apply for promotions/new opportunities that might arise due to a lack of confidence in their skills.

ADDRESSING BARRIERS

So how can leaders/managers help to address these barriers to progression? There are no easy answers, but the following pointers may help.

1. Developing potential: By definition of their titles, leaders and managers have a responsibility to help direct and support their staff to the next level. If any organisation is going to see a return on their investment in staff over the long term, then it’s going to be from their continued career development. This is a win-win for both employee and employer; and in my opinion it’s an initiative that does not get appreciated enough.  
2. Organisational Culture: What plays a significant part in an organisation’s success and its ability to retain Black/Ethnic staff is its organisational culture. For Black/Ethnic minorities this is front and centre if they are to progress within an organisation. Leaders and managers therefore play a critical role in creating an environment and structure that values diversity. This requires implementing processes and procedures in both their recruitment and career development policies. Furthermore, it’s by the actions and not words of these organisations that will determine if the culture is conducive for a Black or minority professional to stay at the organisation long term.
3. Employee Referral Schemes: One way leaders/managers can help promote greater equality and diversity within their organisations is to develop and support employee referral initiatives. Allowing employees to put forward candidate suggestions for new positions or opportunities from those that they already work with and know, is both a great vote of confidence in a particular individual; but also allows professionals from Ethnic Minority backgrounds to be considered for posts they might otherwise not.  
4. Mentoring: Initiatives such as mentoring/coaching from leaders can provide leadership potential with invaluable insights and awareness that would otherwise not be available. This helps the individual being mentored to see themselves in the role, as well as create more confidence, remove barriers and develop greater self-belief that they have the skills to progress to the next level.

ADVICE FOR MINORITY PROFESSIONALS

Black, Asian and Ethnic minority professionals can also take some steps that will help to overcome some of the challenges and barriers they face to advancement. They include: 

• Make yourself known. Nobody is going to blow your trumpet about what you have achieved, or how good you are better than yourself. So you need to become a skilled networker. You need to ensure that when in meetings you are contributing, collaborating and providing constructive feedback. Doing so will give you visibility and create credibility in both yourself and what you say. This will then give you exposure to other individuals within your organisation, and increase the network of contacts outside of your department.

• Review your circle of friends and associates. We are heavily influenced by the company we spend most of our time in. If you’re seeking a promotion, or looking to change careers, then network with others either in your organisation, or seek advice from those who have successfully pivoted into a new position or role. The point is to seek knowledge and support from like-minded individuals, who also have the same mindset as yourself, and can provide both insight and encouragement.

• Be willing to take action. As highlighted in my book Think It Plan It Do It Now!, take action by thinking through carefully what it is you want to achieve and why. Then formulate a plan based on identifying the different stages involved, and build up the courage to take action to achieve your goal. 

‘NO HOLDING ME BACK’ ATTITUDE

The points above are useful reminders of what can be easily done to help individuals in predominately White organisations, to feel both less insecure; and in turn develop a ‘can do’ approach to develop the confidence needed to take a more proactive approach and apply for new opportunities/promotions.

Sometimes all that minority professionals lack is a gentle reminder that the only thing holding them back is their own ‘self-belief’. Helping them to cultivate a new ‘No holding me back’ attitude through mentoring/coaching support, will pay dividends as it will bolster the pipeline of much-needed diverse talent at the top.

AUTHOR BIOGRAPHY

Anthony Francis, a certified transformational coach, who works with individuals, business owners and entrepreneurs striving for success. Francis has over 20 years of professional successful project management experience, having managed multi-million pound partnerships and projects in the UK and abroad. He has also authored the management book Think It Plan It Do It Now!. Click here for more information.