The Parker Review

About the Review and Recommendations

The Parker Review is an independent framework, comprising business professionals who each bring, on a voluntary basis, a wide range of gender and ethnically diverse perspectives.

It is over six years since the publication of the first Report into the Ethnic Diversity of UK Boards in 2017. Progress has been made but there is more to do.

History of the Review

The Parker Review Committee was commissioned by BEIS in 2015 to consult on the ethnic diversity of UK boards and the first report was released in 2016. The Review was chaired by Sir John Parker until March 2022 and is now chaired by David Tyler.

We have seen remarkable progress in achieving our targets.”

Sir John Parker

David Tyler - Chair of the Parker Review

David Tyler

In our 2017 report, a series of recommendations were made and a “One by ‘21” target was set. The aim was for all FTSE 100 boards to have at least one director from an ethnic minority background by December 2021. A “One by 2024” target was set for all FTSE 250 boards.

Our latest report, issued on 13 March 2023, showed that 96 FTSE 100 companies met the target, with at least one minority ethnic director on their boards, up from 89 last year. This is a significant increase from 2016, when only 47 FTSE 100 companies had a director from a minority ethnic group.

Parker Review Report 2023

Cover and inside pages of the Parker Review 2023 - Improving the Ethnic Diversity of UK Business

2023

The Parker Review 2023 report cover
Parker Review Report 2023

2022

The Parker Review 2022 report cover
Parker Review Report 2022

2020

The Parker Review 2020 report cover
Parker Review Report 2020

2017

The Parker Review 2017 report cover
Parker Review Report 2017

2016

The Parker Review 2016 report cover
Parker Review Report 2016

Recommendations

The recommendations set out in our first report in 2017 remain the key targets and actions to be implemented and are shown below:

1

Logo of people arouund a boardroom table

Each FTSE 100 Board should have at least one director from a minority ethnic group by 2021; and each FTSE 250 Board should have at least one director from a minority ethnic group by 2024.

2

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Nomination Committees of all FTSE 100 and FTSE 250 companies should require their internal human resources teams or search firms to identify and present qualified people from minority ethnic groups to be considered for Board appointment.

3

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The relevant principles of the “Standard Voluntary Code of Conduct” for executive search firms be extended to apply to the recruitment of minority ethnic candidates as Board directors.

4

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CEOs should develop mechanisms to identify, develop and promote people from minority ethnic groups within their organisations in order to ensure over time that there is a pipeline of Board capable candidates and their managerial and executive ranks which appropriately reflect the importance of diversity to their organisations.

5

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Board directors and other executives of the FTSE 100 and FTSE 250 should mentor and/or sponsor people from minority ethnic groups within their own companies.

6

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Companies should encourage and support candidates drawn from diverse backgrounds, including people from minority ethnic groups, to take on executive roles internally, as well as Board and trustee roles with external organisations (e.g., educational trusts, charities and other not-for-profit roles).

7

Icon of a contract being signed

A description of the Board’s policy on diversity should be set out in a company’s annual report, and this should include a description of the company’s efforts to increase, amongst other things, ethnic diversity within its organisation, including at Board level.

1

Logo of people around a boardroom table

Each FTSE 100 Board should have at least one director from a minority ethnic group by 2021; and each FTSE 250 Board should have at least one director from a minority ethnic group by 2024;

2

Icon of a woman and two men

Nomination Committees of all FTSE 100 and FTSE 250 companies should require their internal human resources teams or search firms to identify and present qualified people from minority ethnic groups to be considered for Board appointment;

3

Icon of a man next to tick boxes

The relevant principles of the “Standard Voluntary Code of Conduct” for executive search firms be extended to apply to the recruitment of minority ethnic candidates as Board directors;

4

Icon of a man climbing a staircase

CEO’s should develop mechanisms to identify, develop and promote people from minority ethnic groups within their organisations in order to ensure over time that there is a pipeline of Board capable candidates and their managerial and executive ranks which appropriately reflect the importance of diversity to their organisation;

5

Icon of a CV

Board directors of the FTSE 100 and FTSE 250 should mentor and/or sponsor people from minority ethnic groups within their own companies;

6

Icon showing people with one highlighted by a magnifying glass

Companies should encourage and support candidates drawn from diverse backgrounds, including people from minority ethnic groups, to take on Executive roles internally, as well as Board and trustee roles with external organisations (e.g., educational trusts, charities and other not-for-profit roles);

7

Icon of a contract being signed

A description of the Board’s policy on diversity should be set out in a company’s annual report, and this should include a description of the company’s efforts to increase, amongst other things, ethnic diversity within its organisation, including at Board level.

Our Sponsors and Partners

Principal Sponsor

The Confederation of British Industry logo - partners of the Parker Review
Change the Race Ratio logo
Cranfield University logo