STARTING CONVERSATIONS REPORT 2017 · by starting honest conversations about the race and ethnicity agenda. The Maatrix is a simple check list, which aligns itself to reports such

© SPM GROUP LTD | INVESTINGINETHNICITY.COM | #INVESTINGINETHNICITY

INVESTING IN ETHNICITY & RACE

STARTING CONVERSATIONS

REPORT2017

We surveyed delegates at the 2017 workplace conference* The results are based on feedback received from our attendees

from over 80 oranisations

SPMGroup

2 | investinginethnicity.com

OUR SUPPORTERS

The Investing in Ethnicity & Race initiative is supported by the Mayor of London, Sadiq Khan.

The conference was attended by 258 delegates from 82 organisations and saw 32 speakers.

Conference speaker, Dawn Butler MP, Shadow Secretary of State for Women and Equalities has pledged to work with the Investing in Ethnicity & Race initiative to take action to enhance opportunities

for BAME employees in the workplace, and stated that improving career progression for people from black and minority ethic backgrounds was one of her top priorities.

“Someone’s race, religion, background or gender should never be an impediment to them

reaching the top.”

The Maturity Matrix will be launched in Parliament at the end of the year. Please let us know if you would like to be involved.

Press coverage included The Times, CityAM, HR News and our media partnership with The Voice.

investinginethnicity.com | 3

WELCOME

LETTER FROM THE FOUNDER

Thank you to all those who attended the inaugural Investing in

Ethnicity & Race conference. We had over 80 organisations attend,

and it was great to see that this space was much needed and the

right conversations happened. We plan to make next year’s event

even better.

Thank you to those who took the time to give feedback, it has been

extremely positive. We’ve compiled a post-evaluation report to give

a brief overview of some of the key points where work needs to be

done. Being the first of its kind, we wanted to make sure we improve

year on year, so thank you for all your constructive comments on how

we can make this even better.

WHATS NEXT?

You can request a copy of the Maturity Matrix, which is a simple to

use free resource and checklist tool to help you get your company

to fill some of the gaps. The matrix will officially be launching in

Parliament and will recognise the companies investing in this agenda

over the next year.

97% of those who attended said that their organisation would benefit

from BAME inclusion training and more said senior buy in was

necessary to progress. Please get in touch if you would like to find

out more about our cost-effective half or full day BAME inclusion

programmes for leadership and champions.

Regards,

Sarah Garrett MBEFounder and CEO, SPM Group

Founding headline partners:

Founding supporting partners:

A special thanks to:

.

OF CHAMPIONING A DIVERSE BRITAIN

YEARSCELEBRATING

MEDIA PARTNER

A SPECIAL THANK YOU FOR ALL YOUR SUPPORT

Over 80 organisations attended the pioneering conference which started conversations and helped take actions back into the workplace


LETTER FROM THE MAYOR OF LONDON


WELCOMERESULTS: BAME INCLUSION

What do you feel is the biggest barrier stopping this agenda from progressing within this organisation?

EXAMPLES

“For recruitment, institutions and employers are not

working together. In particular, schools and universities

for early careers. For senior hires, people in power are not

wanting the agenda to succeed.”

“The will to fully address the agenda. It can be done if the

decision makers get behind and drive forward the agenda.”

“Fear. People are focused on language. We talk about

BAME issues quite superficially politely, politically correctly,

we need to share vulnerably.”

“BAME people are not altogether certain why their

ethnicity matters to organisational mission.”

“Changing how white people feel about black people

consciously and unconsciously feels impossible.”

“Middle management racism. Bias is conscious rather

than unconscious. Until action is taken and there are real

consequences to inaction, nothing will change.”

“Sense of urgency is lacking and senior leaders are not

accountable for delivering real change both in culture and

in representation.”

“The focus is on other diversity areas rather than the

diversity of BAME community, which makes it easy to drop

it off agenda completely.”

97%

3%

BAME inclusion training...

yes

no

96.6% said that their organisation would benefit

from BAME inclusion training for leadership and

line managers?

The biggest barriers stopping the BAME inclusion agenda from

progressing

The most common answers were:

• Conscious and unconscious bias

• Lack of leadership buy-in and accountability

• Fear of having honest conversations

• Not seeing yourself at the top. A lack of senior BAME professionals in senior positions

• Recruitment procedure and the need to look for new talent pools

“Lack of transparency, lack of measurement,

non-existent relationship-building

between BAME communities and

organisations and recruiting pipelines of various models can be

quite insular.”

*SOURCE: Feedback survey 2017: Investing in Ethnicity & Race Conference 2017 (186 respondents)




WELCOME

What are the key areas you would like to see change within your organisation?

EXAMPLES

“More conversations throughout the organisations, greater

targeting and accountability”

“Updated or better reverse mentoring, and support for

BAME networks (ERGs) as business critical entities.”

“Set key performance indicators (KPIs) and targets.

Transparency regarding progression-performance reviews.”

“Greater accountability among publicly-funded

organisations and incentives for private companies

to introduce KPIs related to BAME inclusion and

organisational diversity.”

“Hiring and promotion process – reform it. Real

accountability for all managers, especially at the top.

Training of middle managers in particular. Sponsorship at

senior level of BAME.”

“The debate cannot stop at race if biases apply to accent,

language fluency, physical appearance.”

“Addressing under-representation at senior levels for BAME

and ensuring the pipeline.”

RESULTS: CREATING CHANGE

Changes that you would like to see in your organisation


• Make leadership and all managers accountable through KPIs or targets

• Engagement throughout the organisation, especially from senior leaders and middle-management

• Better data collection and more transparency

• Review and implement changes to recruitment procedure

• Better visibility through events or storytelling

“Cultural awareness training and better

transparency and accountability.”

87% said that they believe their organisation should set

BAME related targets

87%

13%

Set targets?

yes

no

“Better data collection, role models or story telling, and

consequences to leaders.”

“More events for BAME networks, more visibility in digital

comms and stories that are told.”

“White staff should be encouraged to attend BAME events.”

“Reverse mentoring, link to KPIs to D&I targets, investing

in inclusive leadership, which includes BAME, for all middle

managers.”

“To tell stories featuring BAME faces”

“Recognition of bias by senior management.”

“BAME and gender targets on shortlists at every level of

recruitment.”

*SOURCE: Feedback survey 2017: Investing in Ethnicity & Race Conference 2017 (186 respondents)


ACTIONS

As a result of this conference, what actions do you feel you will be able to achieve around this agenda?

EXAMPLES

“To influence senior leaders and change cultural

perceptions.”

“Continue to support colleagues in their journeys.”

“Talk further on KPIs around D&I for senior leaders and

mid-level management linked to performance.”

“Speaking up and challenging management.”

“Influence senior management to include change targets in

management scorecards.”

“I will keep pushing for data.”

“I will have a conversation with my Permanent Secretary

and Management Board.”

“Investigate what has been actively done to advance

individuals or why they are being held back.”

“Challenge bias and call out bad behaviour or prejudice

viewpoints.”

What actions will I take


• Get senior buy-in from my organisation by making them aware through greater education

• Offer to tell my story and start the conversations

• Call out biases or discrimination in the workplace

• Push for change in data transparency

• Work harder to engage the network with the business

Do you think government intervention would help progress the BAME agenda?

EXAMPLES

“It will shed light on it and enforce policies- make it

priority-bring noticed awareness- lead to action not just

talk.”

“Legislation around targets to be used to promote a level

playing field not limited to BAME.”

“Should set BAME and gender targets on shortlists at every

level of recruitment.”

“Publish pay gap just as with gender.”

“Measurable targets work better than ‘suggestions’.”

91%

9%

Government intervention help

yes

no

91% said that Government intervention would help

“I will tell my story and offer it to the

conversation around BAME.”

“I feel if something is on the government agenda it shows a positive output and recognition will naturally become a focal point for business”


WELCOMEFEEDBACK

“One of the best conferences I have been to and so relevant. Part of the positivity was because the

audience was diverse and panels were open and frank. Session break was excellent for sharing

experiences and networking.”

0

0.1

0.2

0.3

0.4

0.5

0.6

0.7

stronglyagree

agree indifferent disagree stronglydisagree

AtthisconferenceIhavebeeninspiredtotakeactionsandstartconversationsbackintheworkplaceontheBAMEagenda

IhavehadvaluablediscussionsandbeengiventhetoolsandinsightstoaidmeinprogressingtheBAMEagenda

AtthisconferenceIhaveexpandedmynetwork

Overall, I felttheconferencewasusefulandwouldattendagain

KEY

At this conference I have been inspired to take

action and start conversations back in the workplace

on the BAME agenda

I have had valuable discussions and been given

the tools and insights to aid me in progressing the

BAME agenda

At this conference I have expanded my network

Overall, I felt the conference was useful and

would attend again

100% of attendees said that they agree

or strongly agree that they have been

inspired to take action and start

conversations back in the workplace as a result of the

conference

STRONGLY AGREE INDIFFERENT DISAGREE STRONGLYAGREE DISAGREE

56% 44% 0% 0% 0%

32% 65% 3% 0% 0%

29% 68% 2% 0% 0%

53% 44% 3% 0% 0%



Timeline

March 2016Top 100 Leaders in Business

June 2016 – November 2016Employer Round Tables

January 2017 – April 2017

Employer Action Groups

July 2017CEOs and boards pledge their

support

October 2017IER Workplace Conference

October 2017The Maturity Matrix launch

What’s next...

If you would like to find out more

about the Investing in Ethnicity &

Race initiative or future work we

are doing, please sign up to our

newsletter at

investingatethnicity.com

TOP 100 BAME LEADERS IN BUSINESS

In 2016, with the recruitment firm, Green Park,

we launched the Top 100 Leaders in business

in the House of Lords.

EMPLOYER ROUND TABLES AND ACTION GROUPS

A number of roundtables have taken place to discuss the current position within

the UK and how to best move the needle. These have been integral in creating

the direction of the conference and The Matrix. Key objectives were to look at

best practice and recommendations, brainstorm successes and barriers, identify

core strategy that is most relevant to organisations.

Thank you to all the organisations which have participated, a full list can be

found online. We plan to hold more of these type of discussions throughout

2018. Please let us know if you are interested in participating.

ENTER THE MATRIX

Over the first 12 months, the Maturity Matrix will sustain

a call to action to deliver change within your workforce

by starting honest conversations about the race and

ethnicity agenda.

The Maatrix is a simple check list, which aligns itself

to reports such as McGregor-Smith, and the findings

from engagement with over 50 employers through our

Action Groups. Please apply online to be sent the free tool.

CEOS AND BOARDS PLEDGE SUPPORT

CEOs and leaders stepped up to the

plate and put themselves forward as

being dedicated and invested in the

ethnicity and race workplace agenda.

Our campaign has been featured in

various press outlets, including The Times (pictured), City A.M., The Voice and Law Gazette, and has had a reach

of over 50,000 impressions on social

media to date.

If your CEO or a board level champion would like to get involved, visit investinginethnicity.com to find out more.

BAME INCLUSIVE LEADERSHIP AND CHAMPIONS PROGRAMME

We have so far engaged 200 managers on our BAME inclusion days. Sessions

include: ‘Why me?’ and getting buy-in, challenging behaviours, listening to

BAME staff and actions and commitments to take back into the workplace.

Sessions are for 40 people and start from £300 per person. Please enquire to find out more.

THE INITIATIVE SO FAR

http://www.investingatethnicity.com

http://www.investinginethnicity.com/press1.html


WELCOME

Business leaders pledging their support include...

Ian StuartCEO UK, HSBC “The race and ethnicity

agenda is of great

importance to HSBC and I

believe that having a diverse

and inclusive culture is key to

our business success.

While we have a lot more to do, we are making progress

and have a strong plan to continue the shift from talk to

action. Our ambition to become the bank of choice for

both our customers and people, drives us to new ways of

working that helps foster an open culture better suited to a

changing society.

We are a global organisation that greatly values the

diversity of the markets that we operate in and we want to

work more closely with organisations that are investing in

this agenda to make a real impact for the bank and beyond.

“Establishing HSBC UK’s new head office in Birmingham

provides us with a fantastic opportunity to embrace

greater diversity and the richness of the multicultural

society we live in for the benefit of our people and our

customers.”

Rob ElseyChief Information Officer, Bank of England“The Bank values the different

perspectives, ideas and open debate

that having a diverse workforce

brings. Focusing on the BAME agenda as part of our wider

Inclusion strategy gives us the opportunity to ensure we

are representative across all levels of the Bank with a good

pipeline of talent for the future. Our efforts in this space

help us to achieve our mission of attracting the best people

to public service and reflecting the diversity of the UK.”

Benny HigginsCEO Tesco Bank & Tesco Executive Committee Sponsor for Diversity and Inclusion“At Tesco, we are committed to

creating a diverse and inclusive

business, where we reflect the

communities we serve and

where everybody is treated as they like to be treated.

We recognise the true benefit a diverse colleague base

brings to our business, supporting us in creating innovate

products for our customers and in our ability to overcome

challenges.

“We’re proud to support the Investing in Ethnicity and

Race Initiative at Tesco – this is an important element

of our journey to be a truly inclusive brand and employer.”

Michael Cole-FontaynEMEA Chairman, BNY Mellon“The increased focus around the

race agenda in the UK attributed

to recent reports like the Parker

Review and McGregor-Smith is very

much welcomed. The recommendations are there and the

time for talk is over. At BNY Mellon we are taking increased

action around this agenda whilst not letting our foot off

other pedals. In the face of a continued tough global

economy, we must harness every advantage to improve

performance and realize incremental growth. Our diversity

is our differentiating strength – it sparks fresh thinking and

helps us blaze new paths to progress, deliver profitable

returns for our clients and our investors, and improve lives

through investing.”

Heather Lawrence OBEChair, London Ambulance NHS Trust “The time is now, the need for

organisations to have an honest

conversation about the BAME workplace

agenda.

At the London Ambulance Service NHS Trust we are

committed to increasing our BAME workforce at all levels

of the organisation.

The London Ambulance being the largest ambulance

trust in the world in one of the most diverse cities in the

world the aspiration is to have a workforce that reflects our

communities we serve. While delivering high quality care

for all.

Over the last year London Ambulance Service NHS Trust

has embedded the Workforce Race Equality Standard

and we are having honest conversations at all levels of

the organisation and have dedicated action plan to driver

change in the BAME agenda.

We are in full support of Investing In Ethnicity & Race

2017”

Simon DaviesChief People, Legal and Strategy Officer, Lloyds Banking Group “As the Group’s Ethnicity Sponsor,

I am proud to be championing the

Investing in Ethnicity and Race

initiative, supporting our belief that

a diverse and engaged work force, where we nurture and

develop colleagues from ethnic minorities, is good for our

customers, our people and our business.

A population which is as diverse as our customer base is

a vital ingredient in understanding and engaging with the

customers and the communities we serve; our colleagues

know we celebrate and value the diversity they bring and

with it comes their energy and their engagement; and as a

Group we are able to maintain our innovative and forward-

thinking culture that will help us deliver on our wide

ranging commitments to helping Britain prosper.”

CEO SUPPORT


MATURITY MARTIX

WHAT IS THE MATRIX?

Over the first 12 months, the Maturity Matrix will sustain a call

to action to deliver change within your workforce by starting

honest conversations about the race and ethnicity agenda.

INVESTING IN ETHNICITY AND RACE – CELEBRATING ORGANISATIONS THAT ARE INVESTING IN ETHNICITY & RACE

• The Maturity Matrix is designed to simplify, support

and assist the process of moving the national race and

ethnicity workplace agenda forward through findings

from our working groups; based on input from over

50 organisations and aligning to reports such as the

McGregor-Smith report.

• By following the activities and processes demonstrated

in the maturity matrix, organisations can deliver an

effective system of change.

• The matrix is designed to be used collaboratively and

can be cohesively aligned to an organisation’s key

objectives and values.

• With minimal time resources, organisations can use the

matrix as a self-assessment tool of key action points to

embed sustainable change.

THE MATRIX FOCUSES ON THE FOLLOWING KEY AREAS:

• The influence of board

members and senior allies in

creating change

• BAME Employee Life Cycle:

Recruitment

• Progression: Creating a pipeline

• Culture and Inclusion: Events & Training, Network Groups,

Communication

• The importance of policy, data and monitoring

OBJECTIVES

• The primary goal of all activity set out in the matrix is

to start conversations, improve outcomes for your BAME

workforce and embed sustainable change.

• This matrix should be seen as a tool to start allowing

dialogue to happen within organisations.

• The tool is intended to support practical change through

positive actions within organisations and to improve

outcomes for the BAME workforce by providing a structure

to work through.

• By implementing the maturity matrix, your organisation

will gain insight into your journey for furthering the race

and ethnicity agenda, identifying areas of strength and

areas for development.

• Beyond this, the tool should be used to create a business

case in your organisation with stakeholders and can

introduce key topics to a wider audience.

• From Year Two onwards, the matrix will include further

action points to assist organisations on this journey.

RECOGNITION

Organisations should submit their completed

matrix to us by the 31 July 2018, either by

using the editable pdf or online. Organisations that have

completed over 80% of the basic to advanced levels will be

recognised as an ‘Investing in Ethnicity & Race Employer’.

A single employer that is seen to have gone above and

beyond the action points on the matrix will be given the

‘outstanding’ recognition.

A Telegraph newspaper supplement, listing the

organisations taking part in the matrix will be published in

October 2018.

Full guidelines and how to submit can be found at

investinginethnicity.com

Board & senior

management

Policy & data

Culture &inclusion

Employees

Documents

STARTING CONVERSATIONS REPORT 2017 · by starting honest conversations about the race and ethnicity agenda. The Maatrix is a simple check list, which aligns itself to reports such