www.bitc.org.uk mentoring support slides – extracts from rfo race to progress research june 2011
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www.bitc.org.uk
A large proportion of both Indian and African
respondents who didn’t currently have access
to mentors would like to in the future
White British Mixed Indian Pakistani Bangladeshi Chinese Caribbean African
37% 55% 63% 55% 40% 48% 49% 73%
Want access but don’t have
it
Series1
34% 27% 39% 30% 31% 37% 23% 29%
Access to mentors
Q36. Do you have access to a mentor in your workplace? YES ONLY Q37. If you don’t have access to a mentor, would you like one? YES ONLY
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)
www.bitc.org.uk
Understanding the impact of mentoring across
our ethnically diverse sample
32% currently have a mentor
37% don’t currently have a mentor but would like one
31% don’t currently have a mentor and don’t want one
www.bitc.org.uk
There are clear attitudinal differences across each of our
different segments – ultimately, mentoring increases career satisfaction
Currently Mentored
(n=495)
Would like to be Mentored
(n=580)
Don’t want to be Mentored
(n=482)
Proportion of those slightly / heavily motivated by promotions 84% 88% 70%
Proportion of those extremely / fairly ambitious in regards to their career 86% 89% 70%
Proportion of those aiming higher in terms of career progression since joining their current employer 60% 54% 36%
Proportion thinking it is important to progress in their career
83% 86% 68%
Proportion confident about what next career steps will be
80% 69% 69%
Proportion currently looking for their next job
17% 33% 21%
www.bitc.org.uk
Summary – Structural Support
MechanismsNot 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
www.bitc.org.uk
One quarter of Caribbean respondents have
never networked professionallyQ39. How often do you network professionally in your current role?
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)
Indian White British African Caribbean Pakistani Bangladeshi Chinese Mixed
6% 7%2%
6% 8% 7% 7% 5%
10%
20%
19%
26%17% 18% 17% 19%
26%
24%
26%
27%
31% 30%36% 35%
33%
24% 32%
24%29% 31%
29% 25%
18% 17%15%
14% 14% 10%10%
9%
8% 7% 6%2% 2% 5% 2% 5%
Very often
Often
Sometimes
Rarely
Never
Don't know / Not relevant to me
www.bitc.org.uk
Even though one-quarter of Caribbean respondents had
never networked professionally, nearly three-quarters
thought it was important for career progressionQ43. How important do you believe professional networking is when thinking about career progression? TOP TWO BOX ONLY
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)
As a rule of thumb, the larger the employer the more beneficial they see networking
African Indian Caribbean Mixed White British
Pakistani Chinese Bangladeshi
84%
77%74%
70% 69% 69% 68%
64%
67% male
www.bitc.org.uk
Despite believing professional networking to be
important, both African and Indian respondents were not
confident when doing itQ43. How important do you believe professional networking is? Q42. How confident are you when networking in a professional environment? TOP TWO BOX SCORES ONLY
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)
Series1
69% 70% 77% 69% 64% 68% 74% 84%
Importance
White British Mixed Indian Pakistani Bangladeshi Chinese Caribbean African
20% 32% 19% 17% 18% 28% 26% 11%
Confidence
www.bitc.org.uk
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)
Q41. Which of the following statements around networking do you agree with? AGREE ONLY
Base: n=1557 (W.British n=206, Caribbean n=222, African n=182)
I am actively encouraged to attend networking events
I enjoy networking I have to network in my company to progress in my career
34%
50%
37%
43%
68%
51%
37%
71%
38%
Mixed Indian African
www.bitc.org.uk
Interestingly, African and Indian respondents
are more likely to network internally with influencers
Q44. What groups of people do you mix with in your working environment? PEOPLE WHO ARE LIKELY TO INFLUENCE MY CAREER ONLY
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)
African Indian Bangladeshi Pakistani White British
Mixed Chinese Caribbean
47%
44% 44%
35%33% 32%
28% 27%
24% female
www.bitc.org.uk
Continuing the trend, African and Indian
respondents were also networking socially more often
Q40. How often do you network socially in your current role?
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)
African Indian Pakistani White British
Mixed Bangladeshi
Chinese Caribbean1% 2%
6% 5%1% 3% 5% 4%5%
7%
10%8%
9% 8% 7%13%
26%24%
25%
21% 30% 25% 25%
26%
38% 39%
35%43%
38% 46% 45%39%
20% 20%21% 19% 17% 13% 15% 15%
9% 8%3% 4% 4% 5% 3% 2%
Very often
Often
Sometimes
Rarely
Never
Don't know / Not relevant to me
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