Protecting positions of power and privileges : The Racial Glass Ceiling in the UK Civil Society Sector

Abstract: As institutional racism and the underrepresentation of BAME have become world-wide central issues, the question of equal opportunities for upward mobility in the labour market and social mobility for this particular community are at the forefront, including the UK context. Evidence suggests that BAME have unequal access to opportunities for career progression in the workplace and that upward mobility is inextricably linked to obstacles at every stage of their career in comparison to their white counterparts. The civil society sector is also failing to represent the racial diversity proportionally to the number of BAME community in the UK population thereby creating a mismatch between the diversity of beneficiaries and predominantly white management within the sector’s structures. The primary purpose of this study was to unravel the underlying motivations for the racial deficit and the significant underrepresentation of Black, Asian and other ethnic minorities in the upper echelons of civil society sector in the UK. The specific aim of this study was to investigate the exclusionary practices and cultural norms that impede BAME’s opportunities for upward mobility and career progression within the hierarchical structures of the civil society sector. The methodology used was qualitative and the data collection was conducted through a combination of semi-structured interviews with 6 organizers and supporters of Charity So white Campaign and lived experiences shared in the twitter platforms of this campaign. The results highlighted that individuals in the sector not only lack equal access to opportunities and rewards but also come across various structural obstacles that impede their possibilities for upward mobility. The implemented practices and embedded cultural norms are driven by homogeneity as a socially ruling value instead of embracing differences and attracting BAME talents. Unlike other sectors, it is concerning that many BAME employees are dropping out of the sector given that these invisible barriers coupled with denial and no action upon it by the groups in power cause a large extent of demotivation to pursuit a career path within the third sector.