SMART performance objectives to promote equality

Supporting action four of the Race at Work Charter, this explains how to communicate that promoting workplace equality is all leaders and managers’ responsibility.

Supporting action four of the Race at Work Charter this factsheet provides guidance on how to make it clear that supporting equality in the workplace is the responsibility of all leaders and managers.

The Race at Work Charter contains five calls to action*:

  1. Appoint an executive sponsor for race.
  2. Capture ethnicity data and publicise progress.
  3. Commit at board level to zero tolerance of harassment and bullying.
  4. Making equality in the workplace the responsibility of all leaders and managers.
  5. Take action that supports ethnic minority career progression.


In October 2018 Business in the Community (BITC), launched the Race at Work Charter, an initiative designed to improve outcomes for Black, Asian and minority ethnic (BAME) employees in the UK. The Charter builds on the work of the 2017 McGregor-Smith Review, Race in the workplace, which found people from BAME backgrounds were underemployed, underpromoted and under-represented at senior levels.

As a minimum standard all employees with management responsibilities should have diversity related objectives. However all individuals in teams could benefit from diversity objectives to increase their own knowledge and understanding of employees from diverse cultural heritages, appreciate difference and take action to promote inclusion within their teams.

* In October 2021 two additional commitments were added to the Race at Work Charter: Support race inclusion allies in the workplace and; Include Black, Asian, Mixed Race and other ethnically diverse-led enterprise owners in supply chains. Find out more about the Race at Work Charter.

Business in the Community is creating a
skilled and inclusive workforce for today and tomorrow.