The UK environmental sector continues to grapple with significant racial diversity issues, according to findings from the latest RACE Report, which reveal alarming disparities between the sector and the national workforce. Despite the disclosure of data by record numbers of green organizations, the statistics show the sector remains predominantly white, with only 5% of its workforce identifying as people of color (POC) and other racially or ethnically minoritized groups. This compares to 16% across the entire UK workforce, highlighting the urgent need for change.
Published annually since 2022, this year’s RACE Report assessed the state of ethnic diversity within the environmental charity sector and had participation from 161 organizations representing over 28,600 employees. This figure is more than double the number from last year, yet the findings demonstrate little improvement overall, raising questions about the genuine commitment of these organizations to equity, diversity, and inclusion (EDI).
Roger Mortlock, the chief executive of the Campaign to Protect Rural England (CPRE), commented on the findings, stating, "The idea of a countryside for all, regardless of background, inspired our founders and we hold just as true to the belief today. Like many organizations across the sector, we need to do more to improve the diversity of the people who work with us. We still have a long way to go, but I’m pleased we've taken concrete steps in the right direction this past year." CPRE has reportedly made strides, implementing almost twice the number of EDI initiatives, including revised recruitment policies aimed at fostering inclusivity.
Despite these measures, the RACE Report indicates the sector is still “very white,” especially at leadership levels, as highlighted by Areeba Hamid, co-director of Greenpeace UK. Hamid expressed frustration, noting her experiences at CEO meetings where she is often the only person of color present. "Environmental organizations are still very white, especially at the top. It just doesn’t feel right in 21st-century Britain," she said, underscoring the lack of representation at the highest levels of decision-making.
The report revealed other concerning statistics; just 4.5% of staff promotions went to POC in 2023, with 87% of promotions awarded to individuals from white ethnic backgrounds. This lack of advancement opportunities presents significant barriers to establishing equitable representation across the board. Compounding the issue, only 10% of trustee board members within these organizations identified as people of color.
The researchers involved noted significant variations among organizations of different sizes. They found the proportion of POC was markedly higher—at 14.1%—in smaller organizations with fewer than 50 employees, compared to just under 2% within larger charities employing between 500 and 1,000 staff. This data suggests smaller entities may be more inclined to prioritize EDI initiatives, reflecting their inherent agility to adapt policies rapidly.
Manu Maunganidze, co-director of the inclusion and climate justice team at SOS-UK, emphasized the global dimensions of these challenges, asserting, "People of color may be minoritized in the UK, but globally, they’re on the frontlines of climate change. Those most affected by environmental disasters—floods, wildfires, rising tides—are too often those who aren’t afforded representation at decision-making tables." His remarks highlight the urgent need for increased inclusivity within the environmental sector, not only as a moral imperative but as necessary for effective climate action.
While the RACE Report has introduced more clarity to the problem of racial diversity and has recorded some positive developments—23% of organizations have fully implemented diversity policies—much work remains to be done. Many participants acknowledge the necessity for sustained efforts to see tangible change. The report triggers important conversations about accountability and urges organizations to transition from pledges to measurable actions.
The true test of these initiatives lies not only within their implementation but also within their ability to transform the workforce's demographics and promote authentic inclusion. With public awareness growing and scrutiny intensifying, the pressure mounts for these organizations to demonstrate commitment to genuine diversity.
The challenges of achieving racial diversity within the UK environmental sector are evident. The continuing statistics reveal patterns of exclusion and barriers to representation. The need for persistent evaluations of EDI practices persists as stakeholders work to address the gap. Concerted efforts are needed across all levels of these organizations to create more inclusive, diverse workplaces.
Facing these stark realities, the RACE Report serves as both a wake-up call and catalyst for action. Stakeholders and leaders across the environmental sector must not only measure diversity but act decisively to dismantle barriers, promote inclusivity, and empower underrepresented voices for impactful environmental action.