23% said they felt the pressure of representing their ethnicity at work, compared to 16% of white women.
Only 24% of ethnic minority women said political discussion, media coverage or online commentary about race, immigration or ‘anti-woke’ issues had no impact on behaviour at work, compared to 48% of white women and 40% of white men.
21% of ethnic minority women said they were overlooked for stretch projects and career opportunities.
47% said they felt behind in their careers, compared to 41% of white women.
Around 18% said they were paid less than peers in similar roles, while 58% said they found out a colleague of a different ethnic background was paid more for similar work.
Data also found that two thirds (67%) said financial pressure from low or stagnant pay hurt their mental health.
Nearly one in five (18%) said they did not challenge unequal pay due to fear of repercussions, compared to 8.5% of white women.
When ethnic minority women did challenge pay, 15% said they received a pay increase.
Over two in five (42%) said family or community expectations had a moderate or major effect on their career satisfaction, compared to 29% of white women.
Workers from lower socio-economic backgrounds were more likely to disagree that their line manager advocated for their progression (26% compared to 18%) and less likely to think they were paid fairly (27% compared to 34%).
Location and commuting barriers were an issue for 44% of Gen Z, 40% of Millennials, 32% of Gen X and 20% of Boomers.
Ethnic minority respondents were more likely than white respondents to report the same (41% compared to 35%).
Women of colour said clear promotion criteria would rebuild trust (41%).
They wanted more visible senior ethnically diverse leaders (30%), published salary bands in job adverts (26%) and voluntary ethnicity pay gap reporting (20%).
The top supports women of colour said they needed were genuinely diverse teams (25%), a supportive line manager (17%), transparent promotion criteria (17%), a mentor or coach (17%) and a sponsor (17%).
Sheeraz Gulsher, co-founder of People Like Us, said: “The message is clear: women of colour are not asking employers for vague promises or performative statements.
“They are asking for fairer systems, better support and more transparency.
“Employers must act, and Government ministers must publish the draft Equality (Race and Disability) Bill now, respond to the consultation, and bring in mandatory ethnicity pay gap reporting for large employers with action plans to tackle the gaps it exposes.”
Angela Balakrishnan, vice president at Women in PR, said: “This research reflects what women of colour have long experienced – a Recognition Gap.
“Despite putting in the work, their contributions are too often overlooked, their progress stalled and their potential under-rewarded.
“This is not a question of confidence or capability, and it is not just a pipeline problem – it’s a systemic one.”
Balakrishnan added: “Businesses risk losing future leaders if they fail to tackle opaque promotion processes, unequal pay, cliques and cultures that silence or sideline women of colour.
“The solutions are not complicated, but they do require genuine commitment: transparency around progression really works, fair and open pay structures, and allies who actively sponsor and champion talent rather than expecting women to push through broken systems alone.
“Our call to action to employers is clear: move beyond statements of good intent, recognise the gaps and start redesigning workplaces so that women of colour can thrive and lead.”
Tom Heys, gender pay gap reporting specialist at Lewis Silkin, said: “These findings confirm what we’ve seen for too long: women of colour continue to face barriers to progression and fair pay.
“Transparent pay structures, clear promotion pathways, and regular monitoring are essential to create workplaces where talent can thrive.
“While the UK is not directly covered by the EU’s Pay Transparency Directive, multinational employers are already using it as a benchmark.”
Heys added: “UK organisations that actively measure and act on both gender and ethnicity pay gaps are better positioned to close barriers, secure talent, and meet emerging international standards.”
