ETHNIC INCLUSION: We're all on the journey, but what is your organisation doing to become truly anti-racist? Here's some tips we've gathered for starters.
Understand what racism is and how it manifests itself in the workplace.
Start with the four dimensions
Macro: Systemic (i.e. societal, historical) < > Institutional (i.e. policies, recruitment processes)
Micro: Internal (i.e. bias) < > Interpersonal (i.e. microaggressions)
MACRO: Disrupt not interrupt
It's time to take actions that create sustainable change and stamp out ethnic discrimination for good.
• Strategy: re-align, re-visit and re-fresh your goals
This period has been about putting out fires and reacting. Take a step back and refocus on your objectives and outcomes. Sticking a plaster on it never created long term change.
• Listen and examine the employee life cycle through the eyes of your ethnically diverse employees
Feedback suggests that belonging and trust are key factors in aiding retention, not neccessarily career progression (although there is a startling lack of ethnic diversity in senior positions). Many organisations have gone back to basics on listening, but stopped there. Use what you've heard and create some actions. Start from attraction right through to retention and progression and interogate every stage through the lens of ethnic minority employees.
• Challenge policy, practices and proceedures to promote equity
A good starting point is our Investing in Ethnicity Maturity Matrix to see some of the best practice recommendations. It's now not about pledges or tick box, it's about tangible actions.
MICRO: Get the whole organisation on board
Rather than a small, passionate group doing everything and pushing culture change up a steep hill. Everyone needs to do their bit. If everyone did a few simple things of our Ally Toolkit checklist - we'd change culture tomorrow.
• Acknowledge > act > accountability
You may have heard the statement: It's a journey not a sprint. Education and building awareness is only the first step, next is embedding it in everyday working life practices. We have seen how unconcious bias training on its own doesn't work in creating sustainable change. First comes education to build awareness, then take key actions back to embed change within every day work, next make yourself accountable and measure success, then repeat!
• Microaggressions: what are they?
I'm amazed how many people still don't know what microaggressions are, yet alone what they look like in every day working lives. Get up to speed on this. Start by watching our video on some common ones from some of our members.
• Privilege: We all have it
Get everyone understanding their areas of privilege, take away the stigma and realise with it we can be awesome allies.
Need help with the ethnicity agenda?
Get it touch with us to find out more about our programmes, membership and free resources.
ADDITIONAL SPM INITIATIVES
Top 100 in partnership with Green Park was launched in the House of Lords in partnership with The Times.