Expert Witness Journal Issue 65 February 2026 - Flipbook - Page 80
The best (least racist) result is the 1 in 3 chance.
Although this might not sound too bad, it is certainly
not good and would indicate that the position needs
to be reviewed more closely. For example, it occurred
two years in a row, the odds are just over 10% - three
times, about 3%. You get my point.
More interesting on recruitment is the published
results of certain large professional 昀椀rms, especially
accountants and law 昀椀rms. I give an example…
(The following 昀椀rm has over 50 applicants for each
place…)
Credit, Inclusion and diversity, pwc.co.uk
I contrast this with the most recent graduate results
where better degrees (1 or II(i)) were attained.
(Source – Table 26, HESA). I have classi昀椀ed anyone
other than those identifying as white, as “BAME”,
which softens the test. This gives a feeder population
of just over 29%. Results are interesting.
Diversity Recruitment Curve - 29% BAME - Avoid Racism
Windsor Actuarial Consultants is an
independent firm of actuarial consultants
with considerable expertise in derivatives
and pensions. Our excellent actuarial
consultancy is complemented by our
cutting-edge software and technical
support.
The probability here of not being racist is 1 in 9,400,
all other things being equal. You would have thought
that having a good degree was a prime recruitment
factor, but there may be others….
We are an owner-managed business.
Our consultants are major stakeholders in
the firm. They can provide the advice our
clients need and they also have a vested
interest in ensuring that they get the best
service possible.
So what are the “PCPs” that deliver such interesting
results. I’ll check the recruitment surveys, but they
probably show results, not reasons. It might be
interesting to ask accountants and law 昀椀rms a few
questions though. Especially if you’re White and
have received a rejection letter – see the upshot of
the “Furlong vs Cheshire Police” hearing.
The level of personal commitment from us
could not be higher.
Our clients include family lawyers, trustees
and sponsors of pension schemes,
financial advisers, solicitors and
individuals.
Peter Crowley, established Windsor
Actuarial Consultants in 2005, combines
a wide experience of financial products
and pensions with a commitment for
explaining the concepts in plain English.
Reference
https://www.telegraph.co.uk/men/thinking-man/last-straightwhite-men-have-discrimination-law-side/
4 St. Marys Road
London
W5 5ES
Work undertaken worldwide
Two other professional papers on this topic are well worth
reading – Audrey Ludwig on the Equality Act EA10, and Nigel
Marriott on White sta昀昀 propoertions.
https://audreyludwig.com/cherrypicking/
Tel: 020 7653 1908
mail@windsorac.com
www.windsorac.com
https://marriott-stats.com/nigels-blog/ethnicity-1-is-all-whitealright/
EXPERT WITNESS JOURNAL
78
Peter also advises solicitors and other
professionals on the individual aspects of
pensions in divorce, compensation on
the loss of pension rights, pensions
mis-selling and reversions. He has
produced a substantial number of reports
on this subject,involving cases of varying
complexity, and including overseas
pensions
Windsor Actuarial Consultants are
sponsors of Chessboxing Nation
www.chessboxingnation.com
FEBRUARY 2026
