Bramwith Consulting are very proud of our diverse and multi-cultural workforce and have recently been recognised by Business in the Community (BITC) as a Top 65 UK Best Employer for Race (BAME).
In this article, Ben Riley (Director, Bramwith Consulting) discusses some of the recommendations by BITC from their research, as well as some specific suggestions where Ben and the team at Bramwith are working with Bramwith’s clients to drive BAME equality through the hiring process and also in helping Bramwith’s clients to engage with, retain and develop BAME and other minority groups.
If you are interested in discussing in more detail, Bramwith Consulting are also running a Diversity & Inclusion conference on 21st November 2017 chaired by our Managing Director, Saffa Ayub where the below suggestions and more will be discussed in more detail.
According to Sandra Kerr, Race Equality Director for Business in the Community:
“Getting race equality right in the UK is worth £24bn per year to the UK economy – 1.3% of GDP. Employers with more diverse teams also have 35% better financial results.”
According to a report released by the Policy Exchange, around 14% of the UK population is currently made up of BAME individuals but it adds that:
“Black and Minority Ethnic (BME) communities now make up a significant and fast-growing part of the population”
According to this study, BAME groups account for 80% of the UK’s population growth, with Black Africans being the fastest growing group, whilst White and Black Caribbean groups being the slowest. It estimates that by 2050, BAME citizens will account for between 20-30% of the population in the UK – that’s a big number of potential employees at all levels!
So with such a large pool of new talent increasingly coming from BAME groups, there’s a real opportunity for employers to ensure they are engaging such candidates, whilst also ensuring they are being nurtured and developed up the career ladder. So, this isn’t so much of being a “Good Samaritan” but more of an opportunity to hire some fantastic candidates that are currently out of most employers reach.
Now, it’s important for employers to understand that there is a difference between Diversity Hiring and Diversity Retention and every business needs to be proactive in improving on both fronts if they are to get the most out of their workforce – there’s no point in hiring great BAME staff and then losing them all. I’d also like to add that whilst this article is focused on helping employers hire and develop Black, Asian & Minority Ethnic (BAME) staff, the same principles apply for hiring from any form of minority group – gender, sexual orientation, religion etc.
So why are BAME groups underrepresented at all levels, especially in management, let alone in executive boards? What can businesses do to ensure they are forward thinking in both doing the right thing but also in making the most of this growing pool of talent? Here are a few suggestions:
1. Create a clear and demonstrable internal commitment to having an inclusive workforce
2. Project to the World your commitment to having an inclusive workforce
3. Ask yourself the right questions
a. What exactly is unconscious bias? How can we overcome this?
b. How can we actually make a difference and take this talk into genuine actions?
c. What organisations (like BITC or indeed Bramwith Consulting) can help us to improve our culture, hire and develop BAME and other minority applicants?
4. Understand what BAME applicants are looking for when applying and also when employed?
5. Your employees may need advice on dealing with racism and other forms of discrimination
6. It is vital to set targets for D&I but avoid quota systems
What do you think? What do you do in your business to drive and ensure that BAME and other minority groups are being engaged, hired and developed?
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