{"id":6837,"date":"2019-02-20T13:09:47","date_gmt":"2019-02-20T13:09:47","guid":{"rendered":"https:\/\/www.openbusinesscouncil.org\/?p=6837"},"modified":"2022-05-04T21:37:56","modified_gmt":"2022-05-04T21:37:56","slug":"top-10-commandments-for-uk-businesses-to-ensure-diversity-at-every-level","status":"publish","type":"post","link":"https:\/\/www.footballthink.com\/top-10-commandments-for-uk-businesses-to-ensure-diversity-at-every-level\/","title":{"rendered":"Top 10 Commandments for UK Businesses to Ensure Diversity at Every Level"},"content":{"rendered":"
\"Top
Top 10 Commandments for UK Businesses to Ensure Diversity at Every Level<\/figcaption><\/figure>\n

The lack of diversity across the UK’s\u00a0private sector is no new surprise. Disconcerting statistics surrounding\u00a0the lack of diversity found within the\u00a0UK’s workforce\u00a0have highlighted\u00a0that only 2% of directors are from an ethnic minority background, despite\u00a059% of the ethnic minority workforce\u00a0aspiring\u00a0to reach management positions.<\/p>\n

In order to ensure\u00a0businesses cannot state that diversity is too big of a challenge, Equality Group, a consultancy that helps companies retain and develop diverse talent, unveils\u00a0their top ten diversity\u00a0commandments\u00a0for businesses who wish to improve a fair representation of British culture within their business.<\/p>\n

10 diversity commandments<\/h2>\n

1. Education, Education, Education<\/strong><\/p>\n

    \n
  • Create a safe space for bold and confident discussions around race issues<\/li>\n
  • Be clear on intent; open and honest in conversation<\/li>\n
  • Examine and assess the language you are currently using and whether it works<\/li>\n
  • Get the right people around the table (i.e. senior leaders, junior team members, as\u00a0wide a range of ethnic diversity as possible)<\/li>\n
  • Start with the key decision makers at the firm<\/li>\n
  • Get the senior leadership to spearhead the education process across the firm<\/li>\n
  • Educate everyone in the company about the value of diversity and the particular\u00a0importance of BAME talent<\/li>\n<\/ul>\n

    2. Radical Recruitment<\/strong><\/p>\n

      \n
    • Have clear targets for the percentage of BAME candidates, i.e. 10% of a shortlist<\/li>\n
    • Expand into a broader search pool\u00a0\u2013\u00a0partner with networks and firms who can help<\/li>\n
    • Identify different ways to evaluate diverse talent and train the interviewers and\u00a0managers (do not expect them to know how to do this)<\/li>\n
    • Contextualised recruiting: understanding the local demographic and how to assess\u00a0their performance<\/li>\n<\/ul>\n

      3. Know Your Data<\/strong><\/p>\n

        \n
      • Ensure you know where you stand currently<\/li>\n
      • Put in place an appropriate system for collecting and measuring the data<\/li>\n
      • Set clear and achievable targets<\/li>\n
      • Share the targets and the anonymised data with the firm to create greater levels of\u00a0transparency<\/li>\n
      • Ensure that you are accountable with your data<\/li>\n<\/ul>\n