Having listened and done your research (which should be ongoing – a single snapshot isn’t enough), a good place to start is with a race action plan. We have just refreshed ours and it’s broken down into 4 parts:
1. Representation
We are taking action to recruit more ethnic minority staff – for example, by ensuring we have trained ethnic minority colleagues sitting on recruitment panels. This helps give confidence to interviewees and ensure the right tone is set right from the beginning.
2. Behaviours
This isn’t just about tackling blatant racism – though this is absolutely critical – but it can also be about afghanistan phone number library encouraging the right behaviours in everyday settings. Try and ensure ethnic minority colleagues, for example, are given a voice in meetings. We have revised our anti-racism training and this will be rolled out this year.
3. Honesty
The management buzzwords for honesty are ‘transparency’ and ‘accountability’. For me, this is about involving staff and keeping the momentum going. We are working hard to raise the profile of our Race Equality Network, which aims to empower staff to speak out, to influence and connect with one another.
4. Share
We want to give the best advice possible to workplaces, which means ongoing field research and germany cell number maintaining close working relationships with key stakeholders like the Equality and Human Rights Commission (EHRC) and Government Equalities Office (GEO).
Quick wins and longer-term goals
One tip is to try and create an action plan that has a mixture of quick wins and longer-term goals. Of course, even better if you can launch an initiative with an eye on both these things.
For example, we have started an ‘Insight Pairs’ programme. This pairs up ethnic minority colleagues with members of the senior leadership team. So, a quick win by creating personal rapport and promoting awareness of what issues matter most. And, hopefully, with wider development, it will also help us achieve our stay in manchester or liverpool: the match! longer-term target of much greater ethnic minority representation at senior level – something many workplaces are striving for.
What it means to me
The days of having to apologise about wanting to see real change for equality are over. It may make some people feel a little uncomfortable, but that’s where your awareness raising comes in. And, let’s be honest, education is ongoing and necessary for all of us.
There is a lot of work to do. We’ve set ourselves an ambitious programme and at the end of the 3 years there will probably be more we can do. But that’s the way it should be.
The ultimate vision for me is for race to no longer be a barrier and a disadvantage. Together we can affect positive change to create inclusive workplaces – but each one of us has a part to play in achieving this.