In our focus on accountability, we have restructur! our staff networks by establishing a steering group, to ensure that they can support our people and work with Acas on our diversity agenda. Plus, we have provid! shadowing opportunities for ethnic minority staff at our board, committee and council meetings.
Our promise for the year ahead
It is important to Acas that we show from within, not simply tell, what is ne!! to argentina phone number library create a fair and inclusive workplace. And so, we have ensur! that embracing difference, increasing inclusion and creating fairness is at the heart of our 4-year strategy.
Our action on race equality continues to play a vital part in realising this ambition. Now and moving forward, this involves analysing our diversity data, especially in relation to recruitment to identify barriers within our recruitment process, establishing new targets for our fe!er grades and continuing to deliver our ‘let’s talk about race’ sessions.
Our race champion Henicka Uddin will also work with our senior leaders to ensure they are putting into practice the lessons they learnt around creating an anti-racist organisation. We are also excit! to publish our research into race staff networks in the new year which aims to give best practice guidance around what great networks look like and how to maintain success.
Tips for employers and small businesses
The first thing I would say is listen to your staff – they will tell you what ne!s to be done. That can using video in marketing? the winner is the one who uses it within the buyer’s journey be as simple as having a coffee and chat session with ethnic minority employees.
Also analyse your people data, for example how ethnic minority applicants are aero leads faring in your recruitment processes. If you haven’t got that data, then start collecting it using an equality and diversity monitoring form.
Once you have listen! and done your research, a good place to start is with an action plan. If you’re a large business that can focus on race, or even a small business, you can create an action plan on how you plan to create inclusive workplaces. Your plan should focus on representation along with culture change. And once you’ve creat! your plan, communicate it to your people and continue to update them on progress.