BAME Networks: How do we Mobilise Change?

Jun 17, 2020

How do we Mobilise Change?

 

BYP Network hosted a meeting with BAME Network Leaders and members within organisations on Friday 12th June 2020. The focus was on how to have greater impact on the actions towards improving diversity and inclusion for black employees. As a collective of 140 attendees and five panellists, they created five next steps to mobilising change:


 

  1. Bridging the ethnicity pay gap
     

As first priority, companies should gather data on the ethnicity pay gap without waiting for the government to make it legislature. Within this, companies must collect each specific group within BAME (black, Asian and minority ethnic) and not congregate them as one. We then ask for actionable and measurable goals to ensure accountability from an executive level.

 

  1. Ally programmes


Ally programmes are needed at every organisation to ensure colleagues are understanding of what black employees face in the workplace. Programmes including executive sponsorship, reverse mentoring, promotion transparency initiatives, safe-space discussions and unconscious bias training. These programmes specifically focus on mitigating microaggressions whilst insuring black employees progress in an inclusive culture.
 

  1. Leveraging internal Black/BAME networks
     

All organisations should at a minimum have BAME/Multicultural internal networks, with a greater preference to Black specific networks. There must be an effective budget and real investment into this network that facilitates autonomy to collaborate with external companies, revamp the recruitment process and do more outreach. Network leaders should be compensated through pay or acknowledgement through KPIs that can enhance promotion. These networks also need allies and members to give more of their time to making real change.

 

  1. Working on long term solutions


Every organisation should be focused on making long lasting effective change. This means more black employees on boards and senior leadership teams with a black pipeline of talent throughout every level. This means a particular focus on retention of talent and effective recruitment that doesn’t only focus on Russell Group students but those at all university and apprenticeship levels. Outreach involving state schools will also help to build a long term funnel of black talent.
 

  1. Individual change

 

Individual change is for every employee to commit to improving their knowledge and understanding of ally-ship but also for black employees to do their part. This means providing mentorship to junior staff, referring black candidates to internal opportunities and sending back down the ladder. Other changes include joining boards and being bold and brave when it comes to asking your company to commit to sustainable change.

 


If you are an individual within a company that wants to commit to holding your employer accoutantable to these changes, then please sign here

 

*If you missed the webinar, you can catch up here.


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