Who Really Benefits from Diversity Programs in the UK?

Diversity and equality programs are designed to create fairer workplaces, ensuring marginalized groups have equal access to opportunities. But if we look closer at the UK’s corporate, political, and educational landscapes, a pattern emerges—these initiatives disproportionately benefit white women while Black women and other women of colour remain underrepresented.

How did we get here? Why do white women seem to gain the most from diversity programs? And what does this mean for true equality? Let’s break it down.

1. The Feminism That Forgot Black Women

To understand why white women benefit the most from diversity programs, we have to look at how gender equality movements have historically operated in the UK. The early feminist waves—focused on voting rights, workplace equality, and reproductive freedoms—primarily centered on the experiences of white, middle-class women.

For example, the Equal Pay Act of 1970 was a landmark victory for women’s rights, ensuring women were legally entitled to the same pay as men for the same work. However, what it didn’t account for was the racial pay gap. Even today, Black women in the UK earn significantly less than white women, with research from the Office for National Statistics (2023) showing that Black African and Black Caribbean women face some of the lowest median wages across all racial groups.

Who Gets Left Behind?

Feminism that focuses only on gender and ignores race has led to policies that uplift white women without addressing the specific struggles faced by women of colour. While white women have made major strides in politics, business, and media, Black and Asian women continue to face racial discrimination on top of gender bias.

A 2021 report by The Fawcett Society found that Black women in the UK are more likely to face barriers in leadership roles, experience workplace discrimination, and be overlooked for promotions compared to white women. Despite this, many diversity initiatives lump all women together, assuming that their challenges are the same.

This is why programs designed to support women often end up benefiting white women the most—because they do not consider the intersectionality of race and gender.

2. Corporate Diversity: A Numbers Game?

One of the most common ways companies try to address inequality is by setting diversity targets. Many UK companies have introduced policies to increase the number of women in leadership positions. But if we take a closer look at who’s actually getting promoted, it’s predominantly white women.

FTSE 100: More Women, But Who Are They?

The UK government recently celebrated the fact that 40% of board members in FTSE 100 companies are now women (UK Government, 2023). While this is an improvement in gender representation, the problem is that only 1.1% of these women are Black.

This means that while companies can claim they have improved gender diversity, racial diversity within those gender initiatives is still severely lacking. The reality is that white women, who already have more access to education, professional networks, and leadership opportunities, are the first to benefit from these changes.

The Glass Ceiling vs. The Concrete Ceiling

White women often talk about breaking the "glass ceiling"—the invisible barriers preventing them from reaching top positions. But for Black women, the ceiling is not just made of glass—it’s concrete. While white women may struggle to rise in male-dominated spaces, they still have racial privilege that gives them greater access to mentorship, networking, and sponsorship opportunities compared to Black women.

A 2020 McKinsey report found that while white women face gender-based discrimination, they are still twice as likely as Black women to have senior leaders sponsor their careers. In contrast, Black women report being shut out of these networks, making it harder for them to climb the corporate ladder.

3. Bias in Hiring and Promotions

Even when Black women enter the workforce, they often encounter racial and gender biases that white women do not experience. A 2020 study by the Centre for Social Investigation at Nuffield College found that Black-sounding names are significantly less likely to receive interview callbacks compared to white-sounding names with identical CVs.

"Not a Cultural Fit"—Code for Discrimination?

Once hired, Black women face additional hurdles in career advancement. Many report being told they are "not a cultural fit" when they apply for leadership roles—a phrase often used to mask unconscious racial bias.

A Guardian report in 2021 highlighted how Black women in the UK’s legal profession are disproportionately stuck in junior roles despite having years of experience. Meanwhile, white women with similar qualifications are more likely to be fast-tracked for leadership positions through mentorship and sponsorship programs.

This is why diversity programs that focus only on gender fail to address the deeper issue of racial bias in hiring and promotions.

4. The "Safe Diversity" Choice

Corporations want to appear progressive, but they also don’t want to challenge the existing power structures too much. White women are often seen as a "safe" diversity choice because they represent change without making leadership teams too uncomfortable.

The Media’s Role in Reinforcing "Safe Diversity"

When UK brands or institutions feature women in leadership campaigns, who do they usually showcase? A white woman. Even when discussing gender pay gaps or leadership diversity, the face of these movements is usually white.

This sends a message that diversity is welcome—but only if it’s within certain racial limits. Black and Asian women, who might bring different cultural perspectives and experiences, are often excluded from these mainstream narratives.

5. The Overlooked Reality of Intersectionality

Kimberlé Crenshaw’s concept of intersectionality explains how different forms of discrimination—gender, race, and class—overlap to create unique experiences of oppression.

For example, a company might proudly announce that 50% of its leadership is now female. But if all those women are white, does that truly reflect diversity?

Black women experience both gender discrimination (like pay gaps and workplace bias) and racial discrimination(such as microaggressions and being overlooked for promotions). Yet, diversity initiatives often treat these as separate issues rather than interconnected ones.

This is why programs that only focus on one aspect of identity—like gender—end up benefiting those who already have racial privilege.

6. Lack of Accountability in Diversity Programs

One of the biggest flaws in diversity programs is the lack of accountability. Many organizations treat diversity as a box-ticking exercise rather than a genuine commitment to change.

A 2022 CIPD report found that while many UK companies have diversity hiring policies, there is little follow-through on ensuring racial inclusion. This means that while white women are often promoted under these initiatives, Black women remain disproportionately underrepresented in leadership roles.

Without real accountability—such as tracking racial disparities in hiring, promotions, and pay gaps—diversity programs will continue to fail women of colour.

So, What’s the Solution?

If diversity programs are truly about equality, they need to address racial disparities as well as gender disparities.

What Needs to Change?

·         Race-Specific Initiatives – Companies should create programs specifically aimed at Black and ethnic minority women, rather than assuming one-size-fits-all solutions work.

·         Transparent Promotion Processes – Employers must publish data on racial disparities in hiring and promotions to hold themselves accountable.

·         Mentorship for Women of Colour – Black women need more mentorship and sponsorship opportunities to help break into leadership roles.

·         Tackling Bias in the Workplace – Companies need to actively dismantle racial biases in hiring, performance reviews, and workplace culture.

Final Thoughts

Diversity and equality programs in the UK have made progress, but they often uplift white women while leaving Black women behind. If we truly want inclusivity, we must move beyond gender-only approaches and tackle racial disparities head-on.

Let’s stop treating diversity as a PR stunt and start making real, systemic changes. Because until then, the so-called "diversity wins" will continue to be victories for some, while leaving others in the shadows.