Morning, Monday, 15th June 2020
THIS EVENT IS CPD CERTIFIED
***Taking Place Online***
This conference will consider the next steps for government, employers, and other stakeholders in improving opportunity and equality at work for people from black, Asian, and minority ethnic backgrounds (BAME) - with discussion on:
- ethnicity pay reporting and data gathering,
- embedding inclusive cultures and promoting the creation of diverse workplaces,
- representation in leadership, and
- improving recruitment practices.
Areas for discussion:
- BAME leadership in UK businesses - with evidence of decline, how to tackle issues such as lack of opportunities and networks, discrimination, and absence of BAME role models;
- Reversing the trends - best practice, and strategies such as recruitment of diversity officers at a senior level, use of specialist recruitment agencies, and introduction of mentoring programmes;
- Recruitment practices - innovation to improve diversity, including the introduction of blind CVs and reviewing interview practices;
- Inclusive cultures and fostering diverse workplaces - including how communication and language are being used to embed more equal and diverse cultures throughout organisations; and
- Ethnicity pay reporting - latest thinking on employer best practice, the information reported, businesses affected, and the next steps including preparing for any future reporting requirements.
Why this is relevant: the context
It takes place with:
- The 2019 BAME 100 Business Leaders Index finding a decline in BAME leadership;
- The Parker Review update reporting almost 60% of companies surveyed not having met the target of having at least one director of colour on their board;
- Reports of less ethnic diversity in the FTSE 250;
- Recent Race Inequality in the Workforce report finding young people from black, Asian and minority ethnic backgrounds at a greater risk of being in unstable employment than their white peers; and
- Nuffield College’s Centre for Social Investigation (CSI) finding that British citizens from ethnic minority backgrounds have to send, on average, 60% more job applications.
- Measuring and reporting on the ethnicity pay gap: progress made, best practice and further steps to reduce inequality;
- Progress since the introduction of The Race at Work Charter;
- Developing diverse workplaces - gathering ethnicity data, gaining employees’ trust and changing culture;
- Addressing inequality - progress since the Parker Review, Race Disparity Audit, and increasing BAME representation on boards;
- Recruitment and progression for BAME talent - the role of employee networks and mentoring programmes; and
- Next steps for BAME equality in the workplace and ethnicity pay reporting - policy priorities.
Policy officials attending
Our forums are known for attracting strong interest from policymakers and stake holders.
This one is proving particularly popular. Places have been reserved by officials from the BEIS; Cabinet Office; DCMS; Defra; Department for Education; Department for International Trade; Department for Transport; DWP; Education and Skills Funding Agency; Foreign and Commonwealth Office; Government Digital Service; Government Equalities Office; Health and Safety Executive; HMICFRS; HMPPS; HMRC; Home Office; House of Commons; Immigration Enforcement - Home Office; Ministry of Defence; Ministry of Justice; Ofcom; Office of Government Property and The Scottish Government.
This is a full-scale conference taking place online***
- full, four-hour programme including comfort breaks
- information-rich discussion involving key policymakers and stakeholders
- conference materials provided in advance, including speaker biographies
- speakers presenting via webcam, accompanied by slides if they wish
- opportunities for live delegate questions and comments with all speakers
- a permanent record of the proceedings is made available to all delegates afterwards, including a recording of the addresses, all available slides, and further materials
- delegates are able to add their own written comments and articles following the conference, to be distributed to all attendees and more widely
- we are working on opportunities for delegates to interact and network - watch this space!
Full information and guidance on how to take part will be sent to delegates before the conference