How Castle Peak Group Aims to Break Down Barriers for Minority Candidates
In the aftermath of the 2024 riots, conversations about race, inequality, and belonging in the UK’s North East region took on a new urgency. The creation of the North East Anti-Racism Coalition (NEARC) was one such response — a cross-sector effort to understand the roots of racism and rebuild trust across communities.
Their recent research, involving 639 respondents, paints a stark picture:
- 78% believe racism is a regular or everyday issue.
- 69% feel racism is getting worse.
- Over half have personally experienced racism — most often as verbal abuse, but also through exclusion, physical aggression, and discrimination at work.
The findings also reveal a deep erosion of confidence in institutions. Three-quarters of those who experienced racism didn’t report it to the police, often believing nothing would be done — or fearing retaliation.
For us at Castle Peak Group we view these important insights as offering both a reality check and a call to leadership.
1. Acknowledge the Uneven Starting Line
The NEARC report confirms what many minority professionals already know: racism continues to shape opportunity.
Respondents linked racism to barriers in:
- Employment (84%)
- Education (73%)
- Healthcare access (65%)
- Mental health and confidence (80–88%)
Castle Peak recognise that the “best candidate” does not always have the same access to opportunity. Some have faced bias in education, pay, or promotion that limits the visibility of their potential.
Action:
We commit to building awareness among our clients that “merit” and “potential” must be assessed in context. When necessary we will implement tools such as inclusive shortlists, anonymised candidate reviews, and structured interviews to reduce bias.
2. Challenge Client Bias — Constructively and Confidently
The report makes clear that discrimination in hiring remains a key barrier. Institutional bias — often unconscious — means many minority candidates are “starting from behind before they’ve even had a chance.”
We are in a unique place to disrupt this. We see both sides of the hiring equation — the client’s expectations and the candidate’s lived experience.
Action:
- We will push back gently but firmly when clients request candidates who “fit the culture.” Instead, let’s talk about “culture add” and how diverse leadership drives innovation.
- Share anonymised case studies of diverse placements who delivered strong results.
- Encourage clients to review their own diversity metrics and leadership representation.
3. Create Safety and Trust in the Recruitment Process
The NEARC findings show that fear is a powerful silencer — 44% of respondents said they alter their behaviour to avoid experiencing racism. This has direct implications for recruitment. Many talented professionals, particularly from ethnic minority backgrounds, hesitate to put themselves forward for senior roles if they fear bias or tokenism.
Action:
- Build trust by showing authentic allyship — for example, being transparent about how inclusive our own and our clients recruitment processes are.
- Make it clear to candidates that we partner only with organisations committed to equality.
- We will offer pre-interview coaching to help minority candidates navigate bias and showcase their leadership value with confidence.
4. Use Executive Search as a Platform for Representation
Representation matters — not just in final appointments but throughout the process. A recruiter who champions diversity can help reshape leadership pipelines across entire sectors.
Action:
- Partner with local initiatives such as NEARC, schools, and business networks to identify emerging minority leaders.
- Encourage clients to support mentorship and sponsorship programmes.
- Track and share data on diverse candidate progression — not as a quota exercise, but as a measure of fairness and inclusion.
5. Lead by Example
The NEARC report calls for a multi-agency, zero-tolerance approach to racism — one that includes business leaders. We are part of that leadership ecosystem.
Action:
- We commit to anti-racism training for our own teams.
- We will continue to host or sponsor community and cross-cultural events to build understanding and visibility.
- We will use our platforms — blogs, LinkedIn, roundtables — to amplify minority voices and promote evidence-based solutions.
6. From Performative Allyship to Purposeful Action
The most important message from NEARC’s research is that change requires collective responsibility. The data shows that racism affects not only individuals, but also the confidence, cohesion, and economic strength of entire regions.
Castle Peak can be powerful agents of that change — by rethinking what inclusive hiring looks like, by challenging bias where it shows up, and by helping minority candidates access leadership opportunities that reflect their true capability.
As one survey respondent put it:
“Racism influences hiring practices, education outcomes, and even healthcare. When institutions carry bias—conscious or unconscious—it means many people are starting from behind before they’ve even had a chance.”
We have the tools — and the responsibility — to help level that starting line.
If you share the same values, beliefs and goals as us please consider signing up to the movement here North East Anti-Racism Coalition