Diversity and Inclusion in the UK

1. Diversity and Inclusion in the UK Sandra Kerr, National Campaign Director

2. Race for Opportunity RFO…: • Is the campaign committed to improving employment opportunities for ethnic minorities across the UK • Is the only race diversity campaign that has access to and influence over the leaders of the UK’s best known organisations • Is committed to the bringing about meaningful change through furthering understanding of the business case for investing in race diversity This is achieved through benchmarking, awards, workshops and publications. Campaign prioriries: • Representation of ethnic minorities in UK listed companies • The role of leaders in promoting race diversity • Building the case for positive action

3. Race for Opportunity Race for Opportunity is.... Business led network Leadership team of champion organisations Network of participating organisations private and public sector Race and diversity as part of business agenda Commitment to action: • People • Customers • Suppliers • Communities

4. Race to the Top (January 09) • 1 in 10 of the UK population are from a diverse racial background • I in 15 are in management positions • Ethnic minorities are not gaining the share of jobs that their population would justify

5. Race to the Top (January 09) • 1 in 5 young people in secondary education in the UK from ethnic minority background • 1 in 4 children in primary education in the UK from ethnic minority background.

6. Race to the Top – Key Recommendations • Promote positive action to speed up progress • Setting public targets and monitoring and measuring progress; • Taking positive action (e.g. workplace mentoring, employee networks and establishing links with the community) to provide positive role models; • Ensuring employees can see clearly how they can progress within an organisation, ensuring the talent pipeline is representative of the workforce and community.

7. On the horizon – Single Equality Bill • Race, gender, disability, age, sexual orientation, religion or belief, transgender: public duty to promote equality extended • Ensure greater transparency on pay reporting, monitoring ethnicity, disability • Review and amend people policies • Review workplace demographics against regional and national representation • Train and support managers

8. Key areas for action • RfO benchmarking since 2001 – 2009 shows that over 90% of organisations.. • Leadership • Targeted recruitment action • Monitoring • Transparency in talent management • Actively seek to engage with their diverse workforce • One size does not fit all: regional, national, global

9. Key areas for action • How can we help? • www.bitc.org.uk • Workplace • Race for opportunity • Opportunity now