Focus on leadership

We are focussing on leadership and its vital role in creating diverse and inclusive organisations.

We will examine how societal and structural racism continues to impact on BAME employee progression. We will also focus on the business case for inclusion and focus on the role of leadership in breaking down the barriers that currently exist.

The resources are designed to provide an insight into the issues that BAME employees face but will also provide some tangible solutions that can be readily employed to overcome them.

Case Study RBS

In 2015, our Executive Committee committed to rolling out unconscious bias training across the bank as part of building the foundation for our Inclusion agenda; specifically, to improve our awareness of how our biases can influence us to make poor decisions.

Across RBS to date, over 40,000 employees have undertaken the training. As a result of the training,

  • 96% of participants would recommend the training to a friend.
  • 97% report that they will ‘do their job differently’ Some of the tangible ways they have been doing this are by:

- Revisiting talent and succession plans with a BAME (and gender) focus;
- Requiring more diversity on all shortlists (e.g. at least one woman or BAME candidate) and consider more non-traditional candidates for certain roles (e.g. part time, retirees, carers); and
- Looking more broadly at who they consider, for example, mentoring more diverse groups of people, specifically BAME and female talent.

To support our understanding of the impact of the training, we have put mechanisms in place to track and analyse the recruitment and retention of BAME employees.

Page updated: 24/09/2021 Page updated by: Gloucestershire County Council

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