Mariam Karim
Prime Minister Keir Starmer pledged to get more people into employment and help them stay employed. However, a recent S&P survey highlights key obstacles in his path.
The survey indicates that the rate at which jobs are being lost has reached its highest point since the 2009 financial crisis (Williamson, 2025 & Romei, 2025). While the side effects of our economic issues will be widespread, a recent study by People Like Us and Censuswide reveals how those from ethnic minority backgrounds are most likely to suffer the brunt of job cuts. The findings show large disparities between the treatment of ethnic minority employees and their white counterparts within the workplace.
The research highlights key disadvantages faced by ethnic minority professionals, particularly in the current economic climate. This includes the discovery that ethnic minority workers are almost twice as likely as their white colleagues to have a pay raise or promotion withdrawn due to economic instability. This raises concerns about the potential for the deepening of structural inequalities that affect career progression and social mobility. The study also suggests that when businesses face financial pressures, ethnic minority employees are more likely to bear the consequences, reinforcing existing disparities in the workplace.
Another issue is the difference in expectations around working hours. The research found that ethnic minority professionals are more likely to be expected to work outside their contracted hours compared to White colleagues. This additional, often unpaid, workload not only fuels burnout but could also contribute to long-term career dissatisfaction.
Pay transparency is another major concern. The study found that 70% of ethnic minority employees fear repercussions for discussing their salaries, compared to 51% of White workers. This hesitation suggests ongoing concerns about wage inequality and limited confidence in workplace policies addressing pay gaps. With growing support for the UK to adopt the EU Pay Transparency Directive—requiring companies to disclose salaries before interviews and banning questions about past pay—campaigners argue that increased transparency could be a vital step towards fairer wages.
Employee retention is also emerging as a serious challenge. A significant portion of ethnic minority professionals say they are considering leaving their jobs due to the ethnicity pay gap, with 33% stating it directly influences their decision. If companies fail to address these disparities, they risk losing diverse talent, which could impact innovation, competitiveness, and employee morale.
The #NameTheBias campaign by People Like Us pushes for change, calling for mandatory ethnicity pay gap reporting. Advocates argue that without data-driven accountability, businesses will struggle to tackle workplace inequalities effectively. As economic pressures mount, the question remains: will policymakers and businesses step up to address these disparities, or will ethnic minority professionals continue to face an uneven playing field in the workplace?
