BARRIERS TO PROGRESS AND PRACTICAL ACTIONS
SOCIETAL STEREOTYPES AND OCCUPATIONAL ROLE GROUPING One of the more insidious and often overlooked barriers to closing the ethnicity pay gap lies in the enduring influence of societal stereotypes and occupational role grouping. These are the unwritten rules and cultural norms that subtly shape how different roles, professions, and industries are perceived in terms of who is ‘naturally’ suited to them. Over time, these perceptions influence both organisational practices and individual career trajectories, often without conscious intent. Certain jobs, particularly those associated with authority, visibility, and high pay, are still predominantly associated with white, male leadership. Meanwhile, roles seen as ‘supportive,’ ‘caring,’ or ‘administrative’ are more likely to be associated with women and, disproportionately, ethnic minority employees. This clustering is not a reflection of ability or aspiration, but of limited access, exposure, and encouragement, often shaped by early socialisation, institutional cultures, and historical patterns of workforce segregation. This dynamic contributes to the overrepresentation of ethnic minority staff in lower-paid roles and the underrepresentation in decision-making positions. It also limits opportunities for progression, as individuals may be unintentionally steered into roles perceived to align with their identity rather than their potential. Furthermore, assumptions about leadership style, communication norms, or ‘cultural fit’ can hinder ethnic minority candidates in both recruitment and promotion processes. To overcome this barrier, organisations must critically examine how role expectations are formed, who is encouraged into leadership pathways, and how progression criteria may inadvertently favour certain groups. This includes challenging cultural assumptions, widening talent pipelines, and redefining what inclusive leadership looks like in practice.
“As a Black disabled woman, I don’t experience the world in siloes. The system wasn’t built for me, but I still show up. The question is, will your workplace show up for me?” - Dianne Greyson
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