Setting Black, Asian and Minority Ethnic Workforce Targets

About this toolkit

Setting Black, Asian and ethnic minority workforce targets is the topic covered in this Business in the Community Toolkit.

Setting Black, Asian and Minority Ethnic workforce targets is voluntary and achievable. The targets can be time-framed objectives that organisations can set on a regular basis. Targets can be private or public. Should an organisation not meet it’s publicly reported target, an explanation may be required, but there is no legal obligation to do so, nor any associated punitive damages.

Learn more about targets

Targets help to focus action and efficiently direct resources to improve BAME representation. The setting of targets is also of benefit to fair and equal progression. This toolkit gives you the opportunity to;

  • learn more about the guiding principles on BAME recruitment/representation targets
  • understand what type of targets can be set
  • how to lay the groundwork
  • learn more about the process for setting BAME targets for workforce representation
  • learn more about the setting of policy and targets for recruitment agencies.

The importance of unconscious bias training in setting policy and targets for recruitment agencies

Unconscious bias training helps to reduce bias in the recruitment process. When reviewing what successful organisations are doing that others are not, the research for the Business in the Community report Race and Recruitment returned that BAME people are more likely to be hired by organisations who provide unconscious bias training for recruiters. The research also found the actions outlined below to be key for successful recruitment strategies.

Top performing organisations are more likely to have:

  • KPIs to monitor progress
  • mandatory training for recruiters
  • set objectives for BAME recruitment
  • run pre-application events to help candidates understand the process.

Evidence surrounding the benefits of setting targets

The Lord Davies Review has enabled some progress for women on boards with a target of 25%.  This has resulted in is faster progress over the last three years compared to the previous twenty.