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20 January 2021


Lastest Posts

Day 6, the final day of Back2businessship 2023 by delegate Emma Appleby


Day 5 – Joining up the Dots by Lisa Brown – Back2businessship 2023 delegate


Day 5 of the Back2Businesship – Was this the game we’ve been practicing for? It sure felt like it!


Day 4 of the #back2businessship 2023 programme hosted at VCCP – another inspiring day


Since 2016 when we co founded and launched the  BAME2020 Campaign and since 2013 when we co founded the Back2businessship returners programme f1 recruitment & search has been driving the pace of change in gender & ethnic diversity representation in the Marketing, PR & Sports Marketing sectors.

Every quarter we publish our diversity statistics and our latest figures from October to December 2020 show how much progress we are making


The f1 candidate network is

  • 20% non white in a sector that is less than 10% non white
  • 53% female/ 47% male
  • 7.1% black, 6.5% Asian and 6.4% minority ethnic
  • 39.8% have 2 non university educated parents
  • 10.8% were eligible for free school meals
  • 4.1% have a disability


We have been campaigning for many years for organisations  to use third party recruiters that can evidence the diversity of their candidate portfolio.  A minimum of 15%  of a recruiter’s candidate portfolio should be from black, Asian, minority ethnic communities with no less than 5% representation from black communities.  The only way we will make meaningful progress is with measurement & accountability.


Last week The Football Association launched its new Diversity Code


with a focus on recruitment within SENIOR LEADERSHIP AND TEAM OPERATIONS
• 15% of new hires will be Black, Asian or of Mixed-Heritage [or a target set by the club based on local demographics]
• 30% of new hires will be female


2021 needs to be the year for No Turning Back.

To see more detail on the f1 diversity figures click here