Parker Review shows ethnic diversity gains but gaps remain
The latest Parker Review, published on 10 March 2026, has reported record levels of ethnic diversity across the UK’s largest listed companies, with most FTSE 100 boards now meeting key targets. However, the report also highlights a concerning decline in Black representation and ongoing gaps at senior leadership level.
The 2026 Review assesses ethnic diversity across FTSE 100 and FTSE 250 companies, as well as the UK’s 50 largest private firms. It draws on data up to the end of 2025 and expands its focus beyond boards to include senior management roles.
The findings show that 98 per cent of FTSE 100 companies now have at least one director from an ethnic minority background, marking a significant rise from 52 per cent in 2019. Ethnic minority directors now hold 20 per cent of all FTSE 100 board positions, the highest level recorded to date.
Steady gains in the FTSE 250
Progress has also continued among FTSE 250 companies, where 82 per cent now meet the target of at least one ethnic minority director. Representation in these firms has risen steadily in recent years, with ethnic minorities accounting for 16 per cent of board roles.
Despite these gains, the report highlights uneven progress across different groups.
Decline in Black representation
Black representation on FTSE 100 boards has fallen slightly from 2.4 per cent to 2.3 per cent, widening the gap with the proportion of the Black population in the UK. A similar trend is evident in senior management, where Black professionals make up just 1.3 per cent of FTSE 100 roles.
By contrast, other ethnic minority groups are now represented above their share of the general population at board level.
Mixed picture in senior management
At senior management level, progress has been more modest. Ethnic minorities account for 11 per cent of UK-based senior roles in the FTSE 100, unchanged from the previous year. In the FTSE 250 and large private companies, representation stands at around 10 per cent, reflecting only marginal increases.
The report also points to a lack of diversity at the very top of corporate leadership. There are currently 14 ethnic minority chief executives in the FTSE 100, but none are women. While nearly half of ethnic minority directors are female, this has not translated into representation in chief executive roles, highlighting the combined impact of ethnicity and gender on career progression.
Private companies lag behind
Private companies appear to be lagging behind their listed counterparts. Only 42 per cent of the UK’s 50 largest private firms currently meet the target of having at least one ethnic minority director, down from 48 per cent the previous year. These companies have until 2027 to meet the Review’s expectations.
Targets, recommendations and future outlook
The Parker Review continues to rely on voluntary targets, which it credits with driving much of the progress seen to date. However, it warns that sustained effort will be needed to ensure gains are maintained and extended across all groups.
Among its recommendations, the report calls on companies to set clear targets for ethnic minority representation in senior management by the end of 2027. It also urges firms to strengthen talent pipelines through mentoring and sponsorship programmes, and to take more targeted action to address barriers faced by the Black community.
The Review further highlights the UK’s changing demographics, noting that ethnic minorities make up a growing share of the working-age population. It argues that improving representation is not only a matter of fairness but also a strategic priority for long-term business performance.
The 2026 publication marks the final report overseen by David Tyler, who is stepping down from his role, with Soumen Das taking over as interim chair of the steering committee.
Overall, the findings suggest that while UK businesses have made substantial progress in diversifying their boards, significant challenges remain in achieving consistent representation across senior leadership and ensuring inclusion for all ethnic groups.
For further information, visit https://parkerreview.co.uk/
