02.06.2021

Key findings:

  • 67% of manufacturers already have an Equality, Diversity & Inclusion (ED&I) strategy or are planning one

  • Almost half of companies review their EDI strategy every year

  • Just 2% of manufacturers’ average workforce age is below 30

  • BAME representation on Boards is just 5%

  • Women make up 29% of manufacturing workforce, 18% of company boards

  • BAME and women largely occupy administration and clerical roles

As manufacturing recovers from the pandemic and embraces new technologies the task of reframing manufacturing as an attractive, progressive sector with employers who exude this approach has never been more urgent. This transformation will need more highly skilled employees from all sections of society that can respond to these opportunities and challenges. 

If businesses are to truly capitalise on these opportunities they must put people at the very top of their agenda and create a truly diverse and inclusive workplace that is representative of society as a whole.

There is no doubt that industry has, to date, not embraced the societal changes that have taken place with a workforce that isn’t as diverse and balanced as it should be. This means that companies are not making use of the wider talent pool available, despite clear evidence that organisations with a greater balance are better performers.
Stephen-Phipson
Stephen Phipson CBE
Chief Executive, Make UK

Equality, Diversity & Inclusion Guiding Principles for Manufacturers

In response to the survey, Make UK is urging manufacturers to commit to a more diverse and inclusive manufacturing workforce, setting out guiding principles which manufacturers should all commit to. These are:

  1. Commit to defining and ED&I ambition, publishing this through an ED&I statement owned and championed by senior leaders in our business.
  2. Committing to creating a truly inclusive culture by building a workforce reflective of the working population, and the local community.
  3. Committing to sharing best practice with peers and learning from those who have made positive change.
  4. Committing to adapting and reviewing ED&I work by embedding a culture of learning throughout the business 

Available resources