Barriers to Employment and Inclusion Support for Employees of Ethnic Minority Backgrounds in Ireland
- APNI Team
- Mar 28
- 4 min read
Executive Summary: This report presents findings from a survey aimed at identifying barriers to employment for ethnic minority employees in Ireland and examining how employers support these employees regarding inclusion, career growth, and access to leadership positions. The data provides insights into key challenges and areas where companies can improve their diversity, equity, and inclusion (DEI) strategies.
1. Introduction
Purpose of the Survey:The survey was conducted to understand the challenges faced by employees from ethnic minority backgrounds in Ireland’s labour market, focusing on inclusion, career advancement, and leadership opportunities among other points.
Target Participants:The survey targeted professionals residing in Ireland particularly those of african descent, black, ethnic minority backgrounds across various industries.
Methodology:The survey consisted of fifteen questions designed to assess the level of diversity and inclusion in the workplace, explore potential barriers to promotion into leadership positions and hear the thoughts of those employees whom such initiatives are centred around . The survey was distributed online and garnered over 175 respondents.
2. Key Statistics and Findings
This section outlines the main questions asked in the survey and summarises how participants responded. The findings are broken down by the key topics covered.
2.1. Respondent Profile
Question: “How would you describe your connection to Ireland?”
Key Findings:
62.9% of respondents moved to Ireland in the last 5 years.
30.3% Moved to Ireland more than 5 years ago.
6.9% were born in Ireland.
Question: “What is your highest Level of Education”
Key Findings:
69.1% of respondents have a postgraduate degree.
26.9% Have a third level degree.
4% with an upper secondary qualification.
Question: “Are you currently employed ?"
Key Findings:
39.4% of respondents are currently employed and in their desired role.
36% are employed by not in their desired role.
24.6% are not employed.
2.2. Barriers to Employment
Question: “Do you feel that your ethnicity has played a role in shaping your career opportunities or career progression in Ireland, either positively or negatively?"
Key Findings:
21% of respondents cited that it has had a positive impact for them.
35.4% mentioned that it has had a negative impact.
43.4% preferred not to answer.
Question: “What in your view are the main barriers for people of diverse ethnic backgrounds in reaching their career potential in Ireland?”. For this, respondents where given the option of choosing more than one answer.
Key Findings:
46% of the respondents cited negative perceptions around pursuing a visa process to complete a hire or retain talent.
44.3% mentioned Unconscious bias - to hire 'the same'.
36.8% cited negative perceptions about workers who appear to be from outside the EU.
33.3% stated a lack of mentorship/networking opportunities.
33.3% Non-Irish qualifications are not held in the same regard.
29.3% Lack of ethnically diverse role models in Irish business.
25.3% Lack of access to information about relevant training or career opportunities.
2.3. Access to Leadership Positions
Question: “Are there any senior leaders or executives from diverse ethnic backgrounds in your workplace in Ireland?”
Key Findings:
55.4% of respondents stated no.
29.1% cited yes.
2.4. Career Growth and Advancement
Question: “What in your view are the main barriers for people of diverse ethnic backgrounds in reaching their career potential in Ireland?”. For this, respondents were given the option of choosing more than one answer.
Key Findings:
46% of respondents cited Negative perceptions around pursuing a visa process to complete a hire or retain talent.
44.3% stated Unconscious bias - to hire 'the same'.
36.8% mentioned a negative perception about workers who appear to be from outside the EU.
33.3% cited that Non-Irish qualifications are not held in the same regard.
Question: “Which of the following initiatives do you believe should be undertaken in organisations to reduce barriers to career progression for people of diverse ethnic backgrounds?”. For this, respondents were given the option of choosing more than one answer.
Key Findings:
58.6% opted for broader availability of targeted internship programmes for people from diverse backgrounds to give them the opportunity to impress prospective employers in the future.
46% stated the need for line managers to undertake unconscious bias training.
42.5% highlighted the need to offer staff from diverse backgrounds the opportunity to speak about their experience.
38.5% called for the need to establish an Employee Resource Group for staff from diverse backgrounds
3. Summary / Discussion
This survey sheds light on the significant barriers ethnic minority employees face in Ireland and emphasises the need for systemic change to improve employment conditions and support. One of the critical findings shows that 72.9% of respondents agreed(both slightly and strongly) that employers perceive hiring individuals that require a visa sponsorship as a hassle, indicating a significant barrier to accessing employment for many ethnic minority individuals. This highlights a structural issue within the recruitment process that may exclude or view talented candidates from diverse backgrounds as a “last resort hires” (as strongly speculated within the survey) .
Additionally, the lack of representation at senior levels remains a pressing concern. A substantial 78.7% of respondents acknowledged the absence of senior, visible executives from diverse ethnic backgrounds in Ireland. This gap not only limits role models for aspiring leaders from ethnic minority groups but also perpetuates the underrepresentation of these communities in decision-making roles.
Despite these challenges, the survey reveals a measure of optimism among ethnic minority employees regarding their career potential, with 64% agreeing that they believe they can achieve their career ambitions in their workplace. However, this also suggests that a significant proportion feel uncertain or pessimistic about their prospects, signalling a need for further organisational support and inclusive practices.
The implications of these findings point to the urgency of addressing both structural and cultural barriers within Irish workplaces. Employers must work towards more inclusive recruitment practices, ensure visible pathways to leadership for ethnic minorities, and foster an environment where all employees can realise their career ambitions while striving to achieve various organisational goals and targets. By tackling these issues, organisations can help create a more equitable and inclusive workforce in Ireland.
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