Best Practice Portal
A comprehensive range of practical online resources. Addressing and providing solutions for BAME recruitment, retention and progression. Our portal will be updated monthly with new topics and ideas.
What we will cover
Best Practice For Recruiting
Our study showed that all BAME employees, regardless of ethnicity, are likely to say that seeing other people that look like them who have progressed in the organisation would help boost their decision to apply
Best Practice For Retaining Talent
Significantly more people from a BAME background (in particular black employees) than white British say that experiencing discrimination is a factor contributing to them failing to achieve their career expectations
Best Practice For Progressing Talent
BAME employees are significantly more likely to say your identity or background can have an effect on the opportunities you’re given than white British employees
Critically appraise your organisation's culture
Would you want to work for an organisation where you didn’t feel you belonged or had the same opportunities as others, based on an aspect of your identity or circumstance? We suggest that companies start with their metrics.Companies now track workforce composition by gender, race, and age. It is really important to look at your data to understand what your representation looks like right now. Diversity in the workplace is not something that happens overnight. In most cases, companies must actively pursue it, which means defining policies and taking specific actions to meet their diversity goals. We recommend that you start by using equality and diversity monitoring forms of previous job applicants, and current employees. Small businesses might not be able to use these forms because they’re not able to guarantee confidentiality. They could instead use an anonymous and voluntary staff survey.
You should then:
analyse the information for any significant differences between groups based on protected characteristics
carry out an investigation if patterns immerge.
Being more inclusive is a journey and is more long distance than a sprint. It involves both listening and reacting to important patterns that your data provides. You must also consider that this data is ever changing, so therefore it should be reviewed constantly.
For example, you might carry out an investigation to find out:
how employees really feel about a certain workplace policy
if your company is really recruiting and promoting people fairly and without bias