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.
- Barriers to BAME career progression
- Unison 2019: barriers to BAME career progression
- The Business Case
- The Importance of BAME’s in leadership roles
- Leadership in the voluntary and charity sector
- So how can you become a more inclusive employer?
- Race at Work Charter Five Calls To Action
- Top tips to become a visible leader on ethnicity
- The Chartered Institute for Personnel Development Recommendations for employers
- What makes a difference?
- Case Study RBS
- Confidence and courage to progress – BWN awaiting email responses
- Section 159 Equality Act 2010
Race at Work Charter Five Calls To Action to Ensure Ethnic Minority Employees are Represented at all Levels
- Appoint an Executive Sponsor for race - Executive Sponsors for Race provide visible leadership on race and ethnicity in their organisation and can drive key actions such as setting targets for ethnic minority representation, briefing recruitment agencies and supporting mentoring and sponsorship.
- Capture ethnicity data and publicise progress - Capturing ethnicity data is important for establishing a baseline and measuring progress. It is also a crucial step towards an organisation being able to report on ethnicity pay differentials.
- Commit at Board level to zero tolerance of harassment and bullying - The Race at Work Survey revealed that 25 per cent of ethnic minority employees reported that they had witnessed or experienced racial harassment or bullying from managers. Commitment from the top is needed to achieve change.
- Make clear that supporting equality in the workplace is the responsibility of all leaders and managers - Actions can include ensuring that performance objectives for leaders and managers cover their responsibilities to support fairness for all staff.
- Take action that supports ethnic minority career progression - Actions can include embedding mentoring, reverse mentoring and sponsorship in their organisations.