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
- Repeatedly not getting shortlisted or appointed to promotions.
- Not being informed about informal development opportunities.
- Getting unfavourable references.
- Harassment and abuse – which can come from other staff, patients or the public.
- Negative labelling.
- Denial of identity, diversity and the impact of racism including claims of ‘colour blindness’ from managers and colleagues.
- Poor response from employers to reporting of racist incidents.
- Disproportionate use of formal policies and procedures including disciplinary, capability, performance.
- Management and fitness to practice referrals.
“Every person, regardless of their ethnicity or background, should be able to fulfil their potential at work. That is the business case as well as the moral case. Diverse organisations that attract and develop individuals from the widest pool of talent consistently perform better.” Baroness McGregor -Smith.