Race and ethnicity representation
To truly connect with the communities we are part of, we are striving to ensure that our racial and ethnic diversity reflects the London workforce by 2030.
We are committed to dismantling systemic racism and addressing the diversity gap within our organisation and the wider environmental and fundraising sectors. Systemic racism and environmental injustice are two sides of the same coin – we can’t tackle one without tackling the other. Challenging inequities, including those within our own walls, is essential to achieving our mission.
We also recognise that addressing these challenges requires bold ambition. London, where Greenpeace UK is based, is one of the most multicultural cities in the world, and its workforce is made up of a wide range of lived experiences. To truly connect with the communities we are part of, we are committed to ensuring that our racial and ethnic diversity reflects the London workforce by 2030.
This commitment goes beyond representation. It’s about fostering a culture where everyone – particularly those from underrepresented groups – feels valued, included, and empowered to thrive. These representation targets are part of our broader commitment to equity, inclusion, and dismantling systemic barriers in our practices, processes, and culture.
Defining our targets
By 2030, at least 38.3% of Greenpeace UK colleagues will identify as people of colour, ensuring our organisation aligns with the diversity of London’s workforce.
Where we currently stand
Here’s where we currently stand in comparison to the London workforce:
| Race/Ethnicity* | 2024 representation | London Workforce |
| Asian | 10.4% | 18.2% |
| Black | 2.1% | 11.2% |
| Mixed/Multiple | 9.4% | 3.1% |
| White | 71.9% | 61.5% |
| Any other ethnic group | 1.0% | 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.
Our key focus areas
- People Managers: By 2030, 38.3% of people managers will identify as people of colour, up from the current 11.3%.
- Senior Leadership (Grade 5+): Similarly, 38.3% of senior leadership roles will be held by people of colour by 2030, an increase from 11.4%.
- Campaign Representation: By 2030, 38.3% of campaigners will be people of colour, up from 23.1%, reflecting the London workforce.
- Logistics Department: We recognise the unique barriers faced by colleagues who organise and partake in Non-Violent Direct Action, including high-risk interactions with policing and justice systems. So, we aim to increase the representation of people of colour in our logistics department from 11% to 25% by 2030.
- Ethnicity Pay Gap: By 2030, we will close our ethnicity pay gap (currently 5.6%).
A commitment to action
Our focus is on increasing representation where it falls below London workforce levels – particularly among Black and Asian communities. We also want to ensure that traditionally underrepresented groups do not fall below London workforce levels or experience setbacks.
These targets are part of our broader People & Culture Strategy and are supported by a roadmap of actions to drive progress. We are setting out key steps and milestones across recruitment, progression and retention, training, and accountability, from 2025 to 2030.
Progress towards these targets will be reviewed and updated annually by the Senior Management Team and the Anti-Racism Implementation Team, ensuring alignment with London’s evolving workforce figures.
This is not just a plan on paper – it’s a commitment to action, accountability, and lasting change. A fairer, more inclusive Greenpeace UK is not a distant vision; it’s something we are building right now.
Learn more
Explore diversity and inclusion at Greenpeace UK
