Black History Month: What do the data and insights tell you?
As we celebrate the 75th anniversary of the Windrush Generation, their contribution to the UK, the challenges of representation at the top and another Black History Month, it is always interesting to reflect on what the UK landscape looks like now. It is important to look at the past, particularly to draw on the lessons we can learn from it, but more important to focus on the present to reflect on how far we have come and collaborate on our vision, aspirations and goals for the future.
When examining your employee data by ethnicity group, some things to look for include disparities in access to employment opportunities, pay, representation, appraisal, progression, succession, and talent profiles.
I believe that transparency is key to helping us achieve this. This means transparency in data and transparency of information. What can we learn from what we see? How equitable is the access to relevant information at the right time? What are our employee voices saying? How can we demonstrate that we are actively listening? How can we demonstrate through our behaviours that we have heard and will set out plans that will bring meaningful change and impactful solutions?
When examining your employee data by ethnicity group, some things to look for include disparities in access to employment opportunities, pay, representation, appraisal, progression, succession, and talent profiles.
What actions can you take?
Have a clear picture: Capture the best data you can on the ethnic diversity of your workforce. Where possible, use the ONS Census categories so that you can disaggregate this data to align with the key ethnicity groups in the UK. If the response rate is not high enough, launch internal campaigns to encourage your employees to share their ethnicity data with you. If they trust that you will use the data for good, they will share it with you.
Reflect on representation: Look at your data at every level within your organisation to see if you match the benchmark of available talent in the UK and locally. Where there is a gap, think about setting a benchmark to close that gap and tell your employees and stakeholders about your commitment.
Build accountability: Ensure that the ‘big announcement’ about the actions that you plan to take is not the end but the beginning of your journey. Follow through the announcement of strategic objectives, goals and aspirations with underpinning concrete steps and actions. Draw on an advisory group from within and outside the organisation to help keep yourself on track with the goals and aspirations you’ve committed to.
Share your stories: Where gaps are closing, where promotions are being achieved, where action is being taken to stamp out negative behaviours, encourage the sharing of stories from employees who may have different experiences in the workplace, which can help everyone to learn, reflect, review, take responsibility for their behaviour, and contribute to an environment where people feel like they belong. Use your employee survey data, disaggregated by ethnicity group, so that you can be assured that your actions are having an impact and everyone is feeling and being included within your organisation.
Trends Analysis Race at Work Charter Survey 2023
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MAKE RACE EQUALITY A PRIORITY
