As we celebrate Black History Month, it’s important that we acknowledge the incredible progress that’s been made within both private and public sectors, while also recognising that there is still significant work to do.
Over the years, we’ve seen positive shifts in diversity, equity, and inclusion (DEI) efforts, particularly within the public sector, which has long been a leader in pushing social value initiatives and advancing DEI within employment.
However, despite the sector’s significant progress in achieving ethnic diversity across a broad spectrum of roles, challenges remain at the highest levels of leadership.
The need for more black role models in public service
One of the critical areas where we need to see more progress is in the representation of Black professionals in senior leadership. While there is an equal spread of ethnic diversity across entry and mid-level positions, black employees are still underrepresented in the most senior positions, including executive leadership roles and boardrooms in many public service organisations.
The 2024 Civil Service Statistics found that, despite increased diversity in the workforce, the glass ceiling still remains firmly in place for black and ethnic minority professionals at the top levels of the civil service. Analysing this data we can see that there are pockets of the civil service that are not as advanced in terms of diversity as others, and these areas need focus.
The presence of black role models in senior public sector leadership is essential—not only for inspiring the next generation but for creating environments where diverse perspectives are incorporated into decision-making. Representation matters. This is not just about optics; diverse leadership brings tangible benefits to how public sector organisations serve their communities.
When black professionals are visible in leadership, it signals to younger employees and future leaders that success is attainable and that pathways to leadership are open. It helps dismantle barriers and challenges the status quo that too often limits opportunities for black professionals to rise through the ranks.
It takes a village…
The responsibility to create meaningful change cannot rest solely on black professionals working to break the glass ceiling; it is the responsibility of everyone within their organisations to actively cultivate and support black talent. This means engaging at all levels and ensuring that DEI is deeply embedded into the culture and strategy of every public sector institution.
Many parts of the public sector and the civil service have led the way in social value initiatives and there has been a tremendous push for diversity through the initial years post 2020, with networks set up to support ethnic minorities. But true equity requires going beyond these efforts and really addressing the lack of black representation at senior levels. Making time for leaders to listen and develop their understanding is key. Leaders must hear the stories of black employees and understand the specific challenges they face. Once we understand these barriers, we can begin creating cultures of active allyship, where everyone is responsible for calling out inequitable behaviours and championing black talent.
Measuring progress and creating pathways
What gets measured gets done and public sector organisations must create clear, transparent pathways for advancement to ensure that black professionals have equal access to leadership opportunities.
This involves implementing fair and transparent promotion criteria, offering leadership development programmes, and ensuring black employees are represented in succession planning discussions. Mentorship and sponsorship programmes are also critical, but they should not be limited to career advice.
Senior leaders need to actively advocate for Black professionals within their organisations, pushing for their growth and ensuring they are considered for leadership roles. Sponsorship, in particular, can be a powerful tool for driving advancement by ensuring that black employees have the backing of influential allies within the organisation.
Looking Forward
Ultimately, sustaining momentum in DEI efforts requires public sector leadership to remain committed to fostering inclusivity and representation at all levels. The progress we’ve seen is encouraging, but it must be embedded as a core element of public sector culture. The work cannot be limited to awareness campaigns, reports and initiatives that sit outside the structures, processes and business strategies that make up the organisation; it needs to be a long-term commitment to change from the top.
The journey toward true diversity, equity, and inclusion within the public sector is ongoing and requires continued dedication from leadership, employees, and communities alike. The progress made so far is encouraging, but the glass ceiling for Black professionals in senior roles remains unbroken.
Now is the time to push forward, ensuring that representation at the top of public service reflects the diverse communities it serves. Success must be determined not by race, but by talent, passion, and opportunity.