CIPD Voice: Issue 28
Racism and race related discrimination have been put sharply into focus during the last year. This has led to a renewed debate about race and ethnicity in our society and more specifically in the workplace.
How is race viewed by employers and employees?
Race is one of the earliest strands of equalities and has been protected by legislation since 1976. Yet, in our Race Inclusion Reports we found vast differences in the working experiences among different ethnic groups.
We carried out a survey and produced three reports:
- They do not feel a need to talk about it.
- They do not consider race and ethnicity an issue in their workplace.
- They do not see an issue with race inequality.
- There is a clear explanation of how the data would be used;
- Assurances of confidentiality are provided;
- Visible evidence of the organisation’s dedication to creating a fairer and more inclusive organisation;
- Senior leaders showing their commitment to diversity, equality, and inclusion.
- Develop a comprehensive and well-resourced race inclusion strategy incorporating these three studied areas: conversations, data and career management.
- Collect, analyse and publish a framework of relevant ethnicity data and statistics across all the HR processes in your organisation (including recruitment, promotion, career development, and pay).
- Prepare for ethnicity pay gap reporting before it becomes mandatory and report voluntarily in advance if at all possible.
- Develop an action plan for tackling any ethnicity-based disadvantage.
- Support senior leaders to lead the way in initiating positive conversations about race, to be clearly visible as part of the D&I strategy and to communicate the importance of race and ethnicity in the organisation.
- Support line managers to manage their teams in a non-discriminatory and engaging fashion.
- Build a strong sense of belonging and involvement in the organisation by developing strategies to allow greater employee voice.
- Consult employees possibly via employee network groups on the most appropriate individual and collective terminology in relation to ethnicity.
- Develop a communications and involvement strategy to communicate and celebrate diversity aims and achievements, to share the organisation’s diversity data and to explain the D&I strategy.
Abdul Wahab: Inclusion and Diversity Adviser (Mat cover)
Abdul Wahab is Inclusion and Diversity Adviser at the CIPD. He leads on research on all aspects of inclusion and diversity, developing policy and providing expert advice and guidance. He is a proponent of taking a holistic data-driven approaches to inclusion and producing comprehensive data to support informed employment practices.
Prior to joining the CIPD Abdul worked in a local authority and then in higher education conducting research, developing diversity and inclusion policies, leading on strategy and delivering training interventions. He also ran a successful consulting practice supporting inclusion in public and private sector organisations.