- Article
Shifting power within Greenpeace UK: where we stand on our 2030 representation targets
Last year, we committed to a 2030 roadmap that ensures our team reflects the diversity of the city where we are based. Today, we’re sharing our 2026 data, and looking at where we’ve gained momentum and where the hardest work is still ahead.
At Greenpeace UK, we recognise that diversity is not just a metric; it’s how we win the fight for climate justice. To effectively tackle the climate crisis, our team must reflect the ethnic and racial diversity of London – the city where we are rooted.
We are not just changing who we are; we are changing how we win.
In 2025, we set a bold ambition: by 2030, at least 38.3% of our staff will identify as People of Colour (PoC), aligning us with the diversity of the London workforce.
Where we stand in 2026
Our overall representation of People of Colour has grown to 26%, up from the 2025 baseline 23.4%. This is a positive move towards our 38.3% target, one that we are committed to making progress on.
The table below shows our 2026 representation across the organisation compared to our 2025 baseline and our ultimate 2030 goals. Collected in March – exactly one year after setting our targets – these figures will be updated and published annually every spring to maintain full transparency.
| Race/Ethnicity * | 2025 Baseline | 2026 Progress | London workforce |
|---|---|---|---|
| People of Colour (Total) | 23.4% | 26.0% | 38.3% |
| Asian | 10.4% | 11% | 18.2% |
| Black | 2.1% | 4% | 11.2% |
| Mixed/Multiple | 9.4% | 9% | 3.1% |
| White | 71.9% | 69% | 61.5% |
| Any other group | 1.0% | 3% | 5.8% |
* These are umbrella terms defined by the 2021 Census and ONS Labour Force Survey. We acknowledge that these terms may not resonate with everyone. We have chosen these datasets because they provide a framework of numerical accuracy and will help us track our progress meaningfully.
A closer look: leadership and specialists
Representation isn’t just about total numbers; it’s about where power and influence sit within the organisation. As well as our overall organisational target, we are also tracking specific focus areas with specific targets to ensure representation is achieved across leadership and specialised roles:
People managers
With an overall target of 38.3%, we’ve seen an encouraging increase in the last year from 11.3% to 18% of our managers now identifying as People of Colour. This change proves our roadmap is more than just words – it’s actively shifting who holds day-to-day power and influence across our teams.
Senior leaders
Currently 15% of our senior leaders identify as People of Colour. While this is a step forward from our 2025 figure (11.4%), it remains significantly below our 38.3% target. We know diversifying at the highest levels of strategic power is a long-term challenge, but it is one we are committed to meeting.
Campaigners
Representation in our campaigning team stands at 19% against a target of 38.3%, down from 23.1% in 2025. This is a critical area for the movement as a whole, as those driving the campaigns must reflect the diverse communities most impacted by environmental issues. This dip reinforces the importance of not only increasing representation within our campaigning work but creating the inclusive culture required to ensure those leading our mission can stay and thrive with us.
Logistics
We have a specific target to reach 25% representation in Logistics by 2030. Currently, at 12%, we recognise there is still a substantial journey ahead to dismantle the unique barriers in this field, including high-risk interactions with policing and justice systems.
Turning data into action
The positive shifts in our representation in the past 12 months demonstrate that change is possible when it is led from the heart of the organisation and woven into the fabric of our mission. We are determined to keep building on this momentum.
The non-disclosure data – representing colleagues who have chosen not to disclose their ethnicity – remains at 4% overall. We are committed to fostering a culture of psychological safety where everyone feels comfortable sharing their identity, knowing it will be valued and their data will enable GPUK to be accountable in the fight for climate justice.
Our roadmap to 2030
These numbers are a snapshot of a journey, not a destination. To bridge the remaining gaps, we are:
Refining recruitment
Auditing our processes to eliminate bias, enable more representative outreach, and mandating a more inclusive approach.
Investing in progression
Being intentional with progression, and supporting People of Colour to explore possibilities across leadership and specialist roles through our unique PoC Equity and Empowerment Programme.
Closing the pay gap
Closing the ethnicity pay gap is a core goal of our 2030 strategy, and this year-on-year progress proves that our efforts to shift the balance of power within the organisation are having a tangible impact.
We will continue to review and publish these figures annually. Transparency is the first step toward the inclusive and equitable Greenpeace UK that our mission demands.