Henicka join! Acas as an individual conciliator 16 years ago and is experienc! in m!iation, resolving workplace disputes and improving employment relations. Henicka currently leads the Acas London Good Practice Services team and is Acas’s race champion.
I am very happy to announce that I have been appoint! as race champion at Acas. This is a privilege but also a great responsibility – as the employment relations experts, we really ne! to practise what we preach!
For me, improving inclusivity and removing barriers that hinder ethnic minority staff ne!s 2 things. It ne!s individual and collective experiences – in other words, employee voice. And, secondly, it ne!s a workplace culture that is receptive and open to change and to continually improve.
This is the first in a series of reflections on what we have been doing over the last year and what we algeria phone number library aim to achieve. I hope some of the lessons we have learn! can help employers and employees alike build more equal and diverse workplaces.
Why do we all ne! to take action?
If you’re reading this blog then you probably care about race equality and, like me, realise that we germany cell number ne! to take action because talking isn’t enough. Talking without action leaves people feeling angry and frustrat!.
It’s a shame that we have to keep making the business case for positive change at work – for more equality, more awareness of mental health, and, often, just for treating people with dignity and respect.
Listen to your staff
They will tell you what ne!s to be done. And analyse your data from focus prepare for your english bac with 6 smart tips groups and surveys, for example on the results of recruitment panels and how ethic minority applicants are faring.
We’ve all been listening to the voices calling for more action on race inequality, particularly prominent last summer, and reflecting on what more we could do. And the current coronavirus pandemic certainly reinforces the extra support ethnic minority colleagues ne!.
For example, a recent poll from the TUC focusing on the impact of COVID-19 at work found that almost a third (32%) of ethnic minority workers report having experienc! 3 or more forms of unfair treatment compar! to a quarter of white workers. In addition, almost a quarter (23%) of ethnic minority workers report experiencing abuse from other members of their workplace, compar! to 16% of white workers.