starting conversations report 2017 · by starting honest conversations about the race and ethnicity...
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© SPM GROUP LTD | INVESTINGINETHNICITY.COM | #INVESTINGINETHNICITY
INVESTING IN ETHNICITY & RACE
STARTING CONVERSATIONS
REPORT2017
We surveyed delegates at the 2017 workplace conference* The results are based on feedback received from our attendees
from over 80 oranisations
SPMGroup
2 | investinginethnicity.com
OUR SUPPORTERS
The Investing in Ethnicity & Race initiative is supported by the Mayor of London, Sadiq Khan.
The conference was attended by 258 delegates from 82 organisations and saw 32 speakers.
Conference speaker, Dawn Butler MP, Shadow Secretary of State for Women and Equalities has pledged to work with the Investing in Ethnicity & Race initiative to take action to enhance opportunities
for BAME employees in the workplace, and stated that improving career progression for people from black and minority ethic backgrounds was one of her top priorities.
“Someone’s race, religion, background or gender should never be an impediment to them
reaching the top.”
The Maturity Matrix will be launched in Parliament at the end of the year. Please let us know if you would like to be involved.
Press coverage included The Times, CityAM, HR News and our media partnership with The Voice.
investinginethnicity.com | 3
WELCOME
LETTER FROM THE FOUNDER
Thank you to all those who attended the inaugural Investing in
Ethnicity & Race conference. We had over 80 organisations attend,
and it was great to see that this space was much needed and the
right conversations happened. We plan to make next year’s event
even better.
Thank you to those who took the time to give feedback, it has been
extremely positive. We’ve compiled a post-evaluation report to give
a brief overview of some of the key points where work needs to be
done. Being the first of its kind, we wanted to make sure we improve
year on year, so thank you for all your constructive comments on how
we can make this even better.
WHATS NEXT?
You can request a copy of the Maturity Matrix, which is a simple to
use free resource and checklist tool to help you get your company
to fill some of the gaps. The matrix will officially be launching in
Parliament and will recognise the companies investing in this agenda
over the next year.
97% of those who attended said that their organisation would benefit
from BAME inclusion training and more said senior buy in was
necessary to progress. Please get in touch if you would like to find
out more about our cost-effective half or full day BAME inclusion
programmes for leadership and champions.
Regards,
Sarah Garrett MBEFounder and CEO, SPM Group
Founding headline partners:
Founding supporting partners:
A special thanks to:
.
OF CHAMPIONING A DIVERSE BRITAIN
YEARSCELEBRATING
MEDIA PARTNER
A SPECIAL THANK YOU FOR ALL YOUR SUPPORT
Over 80 organisations attended the pioneering conference which started conversations and helped take actions back into the workplace
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LETTER FROM THE MAYOR OF LONDON
investinginethnicity.com | 5
WELCOMERESULTS: BAME INCLUSION
What do you feel is the biggest barrier stopping this agenda from progressing within this organisation?
EXAMPLES
“For recruitment, institutions and employers are not
working together. In particular, schools and universities
for early careers. For senior hires, people in power are not
wanting the agenda to succeed.”
“The will to fully address the agenda. It can be done if the
decision makers get behind and drive forward the agenda.”
“Fear. People are focused on language. We talk about
BAME issues quite superficially politely, politically correctly,
we need to share vulnerably.”
“BAME people are not altogether certain why their
ethnicity matters to organisational mission.”
“Changing how white people feel about black people
consciously and unconsciously feels impossible.”
“Middle management racism. Bias is conscious rather
than unconscious. Until action is taken and there are real
consequences to inaction, nothing will change.”
“Sense of urgency is lacking and senior leaders are not
accountable for delivering real change both in culture and
in representation.”
“The focus is on other diversity areas rather than the
diversity of BAME community, which makes it easy to drop
it off agenda completely.”
97%
3%
BAME inclusion training...
yes
no
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
“Lack of transparency, lack of measurement,
non-existent relationship-building
between BAME communities and
organisations and recruiting pipelines of various models can be
quite insular.”
*SOURCE: Feedback survey 2017: Investing in Ethnicity & Race Conference 2017 (186 respondents)
6 | investinginethnicity.com
LETTER FROM THE MAYOR OF LONDON
investinginethnicity.com | 7
WELCOME
What are the key areas you would like to see change within your organisation?
EXAMPLES
“More conversations throughout the organisations, greater
targeting and accountability”
“Updated or better reverse mentoring, and support for
BAME networks (ERGs) as business critical entities.”
“Set key performance indicators (KPIs) and targets.
Transparency regarding progression-performance reviews.”
“Greater accountability among publicly-funded
organisations and incentives for private companies
to introduce KPIs related to BAME inclusion and
organisational diversity.”
“Hiring and promotion process – reform it. Real
accountability for all managers, especially at the top.
Training of middle managers in particular. Sponsorship at
senior level of BAME.”
“The debate cannot stop at race if biases apply to accent,
language fluency, physical appearance.”
“Addressing under-representation at senior levels for BAME
and ensuring the pipeline.”
RESULTS: CREATING CHANGE
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
“Cultural awareness training and better
transparency and accountability.”
87% said that they believe their organisation should set
BAME related targets
87%
13%
Set targets?
yes
no
“Better data collection, role models or story telling, and
consequences to leaders.”
“More events for BAME networks, more visibility in digital
comms and stories that are told.”
“White staff should be encouraged to attend BAME events.”
“Reverse mentoring, link to KPIs to D&I targets, investing
in inclusive leadership, which includes BAME, for all middle
managers.”
“To tell stories featuring BAME faces”
“Recognition of bias by senior management.”
“BAME and gender targets on shortlists at every level of
recruitment.”
*SOURCE: Feedback survey 2017: Investing in Ethnicity & Race Conference 2017 (186 respondents)
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ACTIONS
As a result of this conference, what actions do you feel you will be able to achieve around this agenda?
EXAMPLES
“To influence senior leaders and change cultural
perceptions.”
“Continue to support colleagues in their journeys.”
“Talk further on KPIs around D&I for senior leaders and
mid-level management linked to performance.”
“Speaking up and challenging management.”
“Influence senior management to include change targets in
management scorecards.”
“I will keep pushing for data.”
“I will have a conversation with my Permanent Secretary
and Management Board.”
“Investigate what has been actively done to advance
individuals or why they are being held back.”
“Challenge bias and call out bad behaviour or prejudice
viewpoints.”
What actions will I take
The most common answers were:
• Get senior buy-in from my organisation by making them aware through greater education
• Offer to tell my story and start the conversations
• Call out biases or discrimination in the workplace
• Push for change in data transparency
• Work harder to engage the network with the business
Do you think government intervention would help progress the BAME agenda?
EXAMPLES
“It will shed light on it and enforce policies- make it
priority-bring noticed awareness- lead to action not just
talk.”
“Legislation around targets to be used to promote a level
playing field not limited to BAME.”
“Should set BAME and gender targets on shortlists at every
level of recruitment.”
“Publish pay gap just as with gender.”
“Measurable targets work better than ‘suggestions’.”
91%
9%
Government intervention help
yes
no
91% said that Government intervention would help
“I will tell my story and offer it to the
conversation around BAME.”
“I feel if something is on the government agenda it shows a positive output and recognition will naturally become a focal point for business”
investinginethnicity.com | 9
WELCOMEFEEDBACK
“One of the best conferences I have been to and so relevant. Part of the positivity was because the
audience was diverse and panels were open and frank. Session break was excellent for sharing
experiences and networking.”
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
stronglyagree
agree indifferent disagree stronglydisagree
AtthisconferenceIhavebeeninspiredtotakeactionsandstartconversationsbackintheworkplaceontheBAMEagenda
IhavehadvaluablediscussionsandbeengiventhetoolsandinsightstoaidmeinprogressingtheBAMEagenda
AtthisconferenceIhaveexpandedmynetwork
Overall, I felttheconferencewasusefulandwouldattendagain
KEY
At this conference I have been inspired to take
action and start conversations back in the workplace
on the BAME agenda
I have had valuable discussions and been given
the tools and insights to aid me in progressing the
BAME agenda
At this conference I have expanded my network
Overall, I felt the conference was useful and
would attend again
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
STRONGLY AGREE INDIFFERENT DISAGREE STRONGLYAGREE DISAGREE
56% 44% 0% 0% 0%
32% 65% 3% 0% 0%
29% 68% 2% 0% 0%
53% 44% 3% 0% 0%
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LETTER FROM THE MAYOR OF LONDON
Timeline
March 2016Top 100 Leaders in Business
June 2016 – November 2016Employer Round Tables
January 2017 – April 2017
Employer Action Groups
July 2017CEOs and boards pledge their
support
October 2017IER Workplace Conference
October 2017The Maturity Matrix launch
What’s next...
If you would like to find out more
about the Investing in Ethnicity &
Race initiative or future work we
are doing, please sign up to our
newsletter at
investingatethnicity.com
TOP 100 BAME LEADERS IN BUSINESS
In 2016, with the recruitment firm, Green Park,
we launched the Top 100 Leaders in business
in the House of Lords.
EMPLOYER ROUND TABLES AND ACTION GROUPS
A number of roundtables have taken place to discuss the current position within
the UK and how to best move the needle. These have been integral in creating
the direction of the conference and The Matrix. Key objectives were to look at
best practice and recommendations, brainstorm successes and barriers, identify
core strategy that is most relevant to organisations.
Thank you to all the organisations which have participated, a full list can be
found online. We plan to hold more of these type of discussions throughout
2018. Please let us know if you are interested in participating.
ENTER THE MATRIX
Over the first 12 months, the Maturity Matrix will sustain
a call to action to deliver change within your workforce
by starting honest conversations about the race and
ethnicity agenda.
The Maatrix is a simple check list, which aligns itself
to reports such as McGregor-Smith, and the findings
from engagement with over 50 employers through our
Action Groups. Please apply online to be sent the free tool.
CEOS AND BOARDS PLEDGE SUPPORT
CEOs and leaders stepped up to the
plate and put themselves forward as
being dedicated and invested in the
ethnicity and race workplace agenda.
Our campaign has been featured in
various press outlets, including The Times (pictured), City A.M., The Voice and Law Gazette, and has had a reach
of over 50,000 impressions on social
media to date.
If your CEO or a board level champion would like to get involved, visit investinginethnicity.com to find out more.
BAME INCLUSIVE LEADERSHIP AND CHAMPIONS PROGRAMME
We have so far engaged 200 managers on our BAME inclusion days. Sessions
include: ‘Why me?’ and getting buy-in, challenging behaviours, listening to
BAME staff and actions and commitments to take back into the workplace.
Sessions are for 40 people and start from £300 per person. Please enquire to find out more.
THE INITIATIVE SO FAR
investinginethnicity.com | 11
WELCOME
Business leaders pledging their support include...
Ian StuartCEO UK, HSBC “The race and ethnicity
agenda is of great
importance to HSBC and I
believe that having a diverse
and inclusive culture is key to
our business success.
While we have a lot more to do, we are making progress
and have a strong plan to continue the shift from talk to
action. Our ambition to become the bank of choice for
both our customers and people, drives us to new ways of
working that helps foster an open culture better suited to a
changing society.
We are a global organisation that greatly values the
diversity of the markets that we operate in and we want to
work more closely with organisations that are investing in
this agenda to make a real impact for the bank and beyond.
“Establishing HSBC UK’s new head office in Birmingham
provides us with a fantastic opportunity to embrace
greater diversity and the richness of the multicultural
society we live in for the benefit of our people and our
customers.”
Rob ElseyChief Information Officer, Bank of England“The Bank values the different
perspectives, ideas and open debate
that having a diverse workforce
brings. Focusing on the BAME agenda as part of our wider
Inclusion strategy gives us the opportunity to ensure we
are representative across all levels of the Bank with a good
pipeline of talent for the future. Our efforts in this space
help us to achieve our mission of attracting the best people
to public service and reflecting the diversity of the UK.”
Benny HigginsCEO Tesco Bank & Tesco Executive Committee Sponsor for Diversity and Inclusion“At Tesco, we are committed to
creating a diverse and inclusive
business, where we reflect the
communities we serve and
where everybody is treated as they like to be treated.
We recognise the true benefit a diverse colleague base
brings to our business, supporting us in creating innovate
products for our customers and in our ability to overcome
challenges.
“We’re proud to support the Investing in Ethnicity and
Race Initiative at Tesco – this is an important element
of our journey to be a truly inclusive brand and employer.”
Michael Cole-FontaynEMEA Chairman, BNY Mellon“The increased focus around the
race agenda in the UK attributed
to recent reports like the Parker
Review and McGregor-Smith is very
much welcomed. The recommendations are there and the
time for talk is over. At BNY Mellon we are taking increased
action around this agenda whilst not letting our foot off
other pedals. In the face of a continued tough global
economy, we must harness every advantage to improve
performance and realize incremental growth. Our diversity
is our differentiating strength – it sparks fresh thinking and
helps us blaze new paths to progress, deliver profitable
returns for our clients and our investors, and improve lives
through investing.”
Heather Lawrence OBEChair, London Ambulance NHS Trust “The time is now, the need for
organisations to have an honest
conversation about the BAME workplace
agenda.
At the London Ambulance Service NHS Trust we are
committed to increasing our BAME workforce at all levels
of the organisation.
The London Ambulance being the largest ambulance
trust in the world in one of the most diverse cities in the
world the aspiration is to have a workforce that reflects our
communities we serve. While delivering high quality care
for all.
Over the last year London Ambulance Service NHS Trust
has embedded the Workforce Race Equality Standard
and we are having honest conversations at all levels of
the organisation and have dedicated action plan to driver
change in the BAME agenda.
We are in full support of Investing In Ethnicity & Race
2017”
Simon DaviesChief People, Legal and Strategy Officer, Lloyds Banking Group “As the Group’s Ethnicity Sponsor,
I am proud to be championing the
Investing in Ethnicity and Race
initiative, supporting our belief that
a diverse and engaged work force, where we nurture and
develop colleagues from ethnic minorities, is good for our
customers, our people and our business.
A population which is as diverse as our customer base is
a vital ingredient in understanding and engaging with the
customers and the communities we serve; our colleagues
know we celebrate and value the diversity they bring and
with it comes their energy and their engagement; and as a
Group we are able to maintain our innovative and forward-
thinking culture that will help us deliver on our wide
ranging commitments to helping Britain prosper.”
CEO SUPPORT
investinginethnicity.com | 13
MATURITY MARTIX
WHAT IS THE MATRIX?
Over the first 12 months, the Maturity Matrix will sustain a call
to action to deliver change within your workforce by starting
honest conversations about the race and ethnicity agenda.
INVESTING IN ETHNICITY AND RACE – CELEBRATING ORGANISATIONS THAT ARE INVESTING IN ETHNICITY & RACE
• The Maturity Matrix is designed to simplify, support
and assist the process of moving the national race and
ethnicity workplace agenda forward through findings
from our working groups; based on input from over
50 organisations and aligning to reports such as the
McGregor-Smith report.
• By following the activities and processes demonstrated
in the maturity matrix, organisations can deliver an
effective system of change.
• The matrix is designed to be used collaboratively and
can be cohesively aligned to an organisation’s key
objectives and values.
• With minimal time resources, organisations can use the
matrix as a self-assessment tool of key action points to
embed sustainable change.
THE MATRIX FOCUSES ON THE FOLLOWING KEY AREAS:
• The influence of board
members and senior allies in
creating change
• BAME Employee Life Cycle:
Recruitment
• Progression: Creating a pipeline
• Culture and Inclusion: Events & Training, Network Groups,
Communication
• The importance of policy, data and monitoring
OBJECTIVES
• The primary goal of all activity set out in the matrix is
to start conversations, improve outcomes for your BAME
workforce and embed sustainable change.
• This matrix should be seen as a tool to start allowing
dialogue to happen within organisations.
• The tool is intended to support practical change through
positive actions within organisations and to improve
outcomes for the BAME workforce by providing a structure
to work through.
• By implementing the maturity matrix, your organisation
will gain insight into your journey for furthering the race
and ethnicity agenda, identifying areas of strength and
areas for development.
• Beyond this, the tool should be used to create a business
case in your organisation with stakeholders and can
introduce key topics to a wider audience.
• From Year Two onwards, the matrix will include further
action points to assist organisations on this journey.
RECOGNITION
Organisations should submit their completed
matrix to us by the 31 July 2018, either by
using the editable pdf or online. Organisations that have
completed over 80% of the basic to advanced levels will be
recognised as an ‘Investing in Ethnicity & Race Employer’.
A single employer that is seen to have gone above and
beyond the action points on the matrix will be given the
‘outstanding’ recognition.
A Telegraph newspaper supplement, listing the
organisations taking part in the matrix will be published in
October 2018.
Full guidelines and how to submit can be found at
investinginethnicity.com
Board & senior
management
Policy & data
Culture &inclusion
Employees
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