Engineering thrives on innovation, yet its workforce continues to fall short in reflecting the diversity of society.

Ethnic minorities continue to be underrepresented in the UK engineering workforce, comprising just 12.4% in 2023, compared to 16% across all other occupations. This disparity exists even though 31% of undergraduate entrants to engineering and technology degrees were from minority ethnic backgrounds, a higher proportion than the 28% average across all subjects. Similarly, apprenticeship data shows that 14% of starts in engineering and technology-related apprenticeships in 2023/24 were by individuals from a UK minority ethnic background. These statistics highlight ongoing challenges in translating higher education and apprenticeship participation into representation within the engineering workforce.

This imbalance not only represents a missed opportunity for fairness but also for innovation and excellence. By failing to capitalise on the full breadth of talent, the sector risks falling behind in addressing complex challenges.

In 2025, the Engineering Ethnicity Index (EEI), developed by AFBE-UK Scotland, is poised to change the narrative. Developed from leading research, including the McGregor-Smith Review and the Royal Academy of Engineering’s Inclusive Cultures report, the EEI is a pioneering framework designed to drive meaningful progress by providing organisations with actionable strategies to foster a more inclusive workforce.

Recognising Excellence

The EEI is not just a benchmarking tool; it is a pathway for continuous improvement. Companies participating in the EEI are assessed on their performance and awarded gold, silver or bronze certification levels. These awards recognise tangible efforts and accomplishments in promoting racial and ethnic inclusion. Certification enhances internal morale, while demonstrating a company’s commitment to diversity and inclusion to stakeholders, clients, and prospective employees.

A Comprehensive Framework

The EEI framework evaluates companies across five critical areas:

1. Race at Work Charter: Encourages organisations to align with the Business in the Community (BITC) Race at Work Charter and deliver measurable action plans for racial equality.
2. Data and Equality Impact Assessment: Stresses the importance of collecting and analysing demographic data to address gaps and develop tailored inclusion strategies.
3. Leadership in Management: Challenges companies to promote ethnic diversity at senior levels, embedding inclusivity into decision-making processes.
4. Stakeholder Engagement: Highlights the need for diverse representation throughout the supply chain, ensuring equitable opportunities across partnerships.
5. People Strategy and Talent Management: Embeds inclusion in recruitment, retention, and career progression, making diversity integral to company culture.

Impact of the Pilot Phase

While the pilot phase is still underway, early feedback from participating companies highlights the EEI’s transformative potential. The gold, silver and bronze certifications offer companies clear milestones, driving improvements across all five key areas. Participants report increased employee engagement, better external reputation and a stronger alignment of their inclusion strategies with industry standards.

Evidence of Success

One company, through its participation in the EEI, uncovered previously unexamined barriers in its recruitment practices. By addressing these gaps, the organisation increased applications from underrepresented groups and significantly improved retention rates among ethnic minority employees. This demonstrates the EEI’s ability to translate analysis into meaningful organisational change.

Dual Assessment Model

The EEI uses a dual assessment model comprising a Survey Evaluation (70% of the score) and a Brand Monitor Evaluation (30%). The Brand Monitor assesses external perceptions, including online presence, community reputation and employee feedback, ensuring that both internal practices and external reputation are addressed.

Building a Diverse Future

The EEI aims to empower companies to go beyond commitments and take action. Participating organisations receive tailored feedback highlighting strengths, best practices, and areas for improvement, enabling them to set informed goals and track progress over time.

The pilot phase is set to conclude in summer 2025. Upon completion, the initiative will roll out nationwide, inviting more organisations to join the programme. Certification is valid for two years, after which companies can reapply for reassessment to ensure sustained progress.

Benefits of Participation

Beyond recognition, the EEI fosters internal reflection and alignment with best practices. Organisations gain insights into their diversity strategies, benchmark against industry standards and enhance their reputation as leaders in equity, diversity and inclusion. With systemic change as the goal, companies are encouraged to move from words to action, ensuring a more dynamic and equitable engineering sector.

Taking the Next Step

We are seeking engineering companies to join the EEI’s next phase. By participating, you will help refine this pioneering tool, while showcasing a demonstrable commitment to diversity and inclusion.

To learn more about the Engineering Ethnicity Index and how your organisation can get involved, visit AFBE-UK EEI.

• Dr Ollie Folayan MBE, co-chair of AFBE-UK Scotland, leads diversity initiatives with hubs in Aberdeen and Edinburgh. With over two decades of experience in the energy industry, he specialises in process safety and risk management and serves as a visiting professor at the University of Dundee.