Uncovering Systemic Barriers to BAME Leadership in the UK Construction and Railway Sectors

<p dir="ltr"><i>Despite growing attention to equality, diversity and inclusion (EDI), leadership roles in the UK construction and railway sectors remain disproportionately inaccessible to individuals from Black, Asian and Minority Ethnic (BAME) backgrounds. This study explores the systemic, cultural, and structural barriers affecting leadership diversity through a qualitative investigation involving seven semi-structured interviews with professionals from these sectors. Thematic analysis identified two primary themes (Career Development Mechanism and Barriers; Structural Barriers to Inclusion) and six subthemes:</i><i> </i><i>Representation Disparities, Organisational Culture Fit, Unconscious Bias and Manifestations, Sponsorship Dynamics, Mentorship Availability, Professional Development Support. The findings illustrate that leadership progression for ethnic minorities is hindered by embedded biases, a lack of inclusive networks, and performative diversity strategies. The study highlights the need for authentic allyship, leadership sponsorship, and institutional accountability. By contextualising these challenges within the broader theoretical frameworks of implicit leadership theory and social dominance theory, the research offers practical and policy-oriented recommendations to advance diversity in leadership. These insights contribute to the growing discourse on race, representation, and leadership equity in UK infrastructure industries.</i></p>