Internal Reports
Investing in Ethnicity & Race: Report 2017
Please find feedback on barriers and solutions for BAME inclusion, and also feedback on the inaugural Workplace Conference from delegates.
Please find feedback on barriers and solutions for BAME inclusion, and also feedback on the inaugural Workplace Conference from delegates.
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Overview
96.6% said that their organisation would benefit from BAME inclusion training for leadership and line managers
The biggest barriers stopping the BAME inclusion agenda from progressing
The most common answers were:
• Conscious and unconscious bias
• Lack of leadership buy-in and accountability
• Fear of having honest conversations
• Not seeing yourself at the top. A lack of senior BAME professionals in senior positions
• Recruitment procedure and the need to look for new talent pools
87% said that they believe their organisation should set BAME related targets
Changes that you would like to see in your organisation
The most common answers were:
• Make leadership and all managers accountable through KPIs or targets
• Engagement throughout the organisation, especially from senior leaders and middle-management
• Better data collection and more transparency
• Review and implement changes to recruitment procedure
• Better visibility through events or storytelling
91% said that Government intervention would help
“I feel if something is on the government agenda it shows a positive output and recognition will naturally become a focal point for business”
CONFERENCE FEEDBACK
100% of attendees said that they agree or strongly agree that they have been inspired to take action and start conversations back in the workplace as a result of the conference
97% said that they agree or strongly agree that they had valuable discussions and been given the tools and insights to aid them in progressing the BAME agenda
98% said that they agree or strongly agree that at this conference they have expanded my network
Overall, 97% felt the conference was useful and would attend again (3% were indifferent)
Please see full report here
96.6% said that their organisation would benefit from BAME inclusion training for leadership and line managers
The biggest barriers stopping the BAME inclusion agenda from progressing
The most common answers were:
• Conscious and unconscious bias
• Lack of leadership buy-in and accountability
• Fear of having honest conversations
• Not seeing yourself at the top. A lack of senior BAME professionals in senior positions
• Recruitment procedure and the need to look for new talent pools
87% said that they believe their organisation should set BAME related targets
Changes that you would like to see in your organisation
The most common answers were:
• Make leadership and all managers accountable through KPIs or targets
• Engagement throughout the organisation, especially from senior leaders and middle-management
• Better data collection and more transparency
• Review and implement changes to recruitment procedure
• Better visibility through events or storytelling
91% said that Government intervention would help
“I feel if something is on the government agenda it shows a positive output and recognition will naturally become a focal point for business”
CONFERENCE FEEDBACK
100% of attendees said that they agree or strongly agree that they have been inspired to take action and start conversations back in the workplace as a result of the conference
97% said that they agree or strongly agree that they had valuable discussions and been given the tools and insights to aid them in progressing the BAME agenda
98% said that they agree or strongly agree that at this conference they have expanded my network
Overall, 97% felt the conference was useful and would attend again (3% were indifferent)
Please see full report here
If you would like to find out more about the Investing in Ethnicity Conference or the working groups that are currently taking place, please contact Margaret Tapping on 020 7258 1777 or via email to margaret@squarepegmedia.com
