Category: Diversity & Inclusion, Ethnic Diversity, Ethnic Inclusion, Capita, Inclusive culture, Cultural Diversity, Equality in the Workplace, Barriers in the Workplace, Ethnic minority background, Business management and HR, Race Equality Week, Society representation, Diverse organisation
This week is Race Equality Week, an annual UK-wide movement uniting thousands of organisations and individuals to address the barriers to race equality in the workplace.
The week’s theme of #ActionsNotJustWords presents a moment to reflect on the progress we are making to improve equality in the workplace but more importantly the actions we have taken to address this more tangibly. With many businesses starting educational initiatives to implement the right kind of change, the time is right to check in and ensure that we begin to act on these learnings to promote inclusion and deliver actual meaningful change.
We’ve all recognised the benefits from having a diverse organisation that represents the society in which we operate in and the associated financial rewards for business. However, a recent report published by McKinsey highlights that, whilst there is a stronger case for diversity, progress remains painfully slow. That’s why this year’s theme of #ActionsNotJustWords is so important. It’s time to put the learnings into practice and do what we say. Not enough businesses are doing that.
We need to do more.
We have seen some businesses driving programs focused on inclusion and publicly making commitments to support the necessary change, but the stats show that progress on implementation is still at a snail’s pace.
There are signs of promise though. With companies now turning their gaze towards their responsible business strategy and ensuring that they can demonstrate progress, the environment is gradually changing. This change is welcome and is becoming more apparent, with diversity now becoming baked into business processes. Indeed, in some market verticals we have seen procurement-led activities now scoring businesses on their responsible business agenda, of which inclusion and diversity plays an important part. These green shoots are of course welcome.
But we still need to go faster.
So what have we done?
At Capita we’re proud of the work we have been doing in this area. Our employee network groups, which are hugely important to us, include Embrace, which has been driving meaningful outcomes and awareness on the topic of ethnicity. We have targeted programmes such as Mutual Mentoring and anti-racism training and are currently piloting Rise, our new inclusive leadership programme for ethnic minority colleagues. For the first time this year, managers eligible for bonuses will be measured on their contribution towards our diversity and inclusion (D&I) goals. We’ve also led the way in having representation targets for ethnicity including at Executive Committee level, and we now have one of the most ethnically diverse PLC Boards amongst our peers.
Having a diverse organisation that represents the society in which we operate is also expected of us by our clients who are increasingly looking at this as a key factor when awarding work, particularly in the public sector. As well as the right thing to do, diverse organisations deliver huge benefits to businesses, and we are passionate about continuing to do more to ensure we have a culture that everyone can be proud of and a business that is authentically purpose-led.
It’s down to all of us
However, achieving meaningful change will take more than just targets. We need to ensure we create a culture that is inclusive so anyone from any background can thrive and feel valued. We all have a part to play in creating this environment. We need the help of champions, allies, sponsors with authentic leadership to ensure the pathways for success is sustainable and enjoyable and delivers the results our society and our businesses urgently need.
VERCIDA works with over one hundred clients who are committed to creating an inclusive work
environment. If you are an employer and interested in working with VERCIDA to promote your
diversity and inclusion initiatives and attract the best candidates, please email
[email protected] for more information.
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