Race

所有组织都希望从最广泛的才能筹集并帮助他们进步。未来生产力和性能的关键。内阁办公室的种族事实和数字网站and theBusiness in the Community (BITC) Race at Work Survey突出少数民族员工仍然遇到就业和进展的重大差异。万博体育电脑网页版政府赞助McGregor-Smith review发现需要更大的进展和积极成果，以确保所有组织都受益于提供的多元化人才。

1. 委任执行保荐人进行比赛
   竞赛的执行提案国提供了组织中的种族和种族的可见领导，并可以推动少数民族代表的目标目标，简报招聘机构和支持指导和赞助等行动。
2. 捕捉民族数据并宣传进展
   捕获种族数据对于建立基线和衡量进展很重要。对组织报告种族薪酬差异的组织来说，这是一个至关重要的一步。
3. Commit at board level to zero tolerance of harassment and bullying
   The Race at Work Survey revealed that 25 per cent of ethnic minority employees reported that they had witnessed or experienced racial harassment or bullying from managers. Commitment from the top is needed to achieve change.
4. Make clear that supporting equality in the workplace is the responsibility of all leaders and managers
   Actions can include ensuring that performance objectives for leaders and managers cover their responsibilities to support fairness for all staff.
5. Take action that supports ethnic minority career progression
   行动可以包括嵌入在其组织中的指导，反向指导和赞助。
   
   *请注意，在签署工作章程之前，不需要在工作调查中完成比赛。

TheBITC Race at Work 2018 Scorecard Report, in collaboration with YouGov, found that employees said only 11% of employers were currently capturing ethnicity and pay data. Without this important indicator, businesses will not be able to diagnose and take action to deal with their ethnicity pay gaps.

下载我们的工具包 -Monitoring ethnicity: A comprehensive guide for employers

Inclusion, belonging and voice are key priorities for the BITC race campaign. The在工作黑色语音报告中的比赛发现只有66％的黑人员工留在他们的团队中，而在他们的团队中被纳入了70％的白员工。
日常包容不仅仅是关于言语，它是关于行为和行为。

找到我们如何支持您采取行动的选择。

VIEW ALL EVERYDAY INCLUSION RESOURCES AND EVENTS

Racism happens every day, and we need advocates and allies that are prepared to take action at all times, not just when violence reaches the media and brings it to the front of our minds. People in every workplace need to learn about their role in ensuring their company is a safe, inclusive place for all kinds of people to work. This can be done through education, examining biases, and becoming a bystander that can intervene when racism occurs at work. Organisational culture has an important role to play when we consider what behaviours are allowed, what behaviours are encouraged, and what behaviours are forbidden.

我们的研究表明：

领导者和行政提案国应鼓励雇员宣布其种族，为民族集团举办代表的目标和公布和支付数据¹

Leaders should engage in reverse mentoring.²

The executive team and board members should make a personal commitment to bring the issue of race equality to the top table within their organisation and to the attention of their peers.³

黑色，亚洲或少数民族（篮球）人民价值比其他族裔的导师。他们更有可能想要导师，更有可能重视有一个人的影响。他们也有更大的愿望扩展个人网络。

我们需要领导人作为主动赞助商，在正在讨论开发或进展机会时，他们的影响力提及击球人士的名称 - 特别是在这些对话期间房间里没有人们击中背景的人。

Taking part in a fast-track programme is significantly higher among black, Asian or minority ethnic (BAME) groups, jumping from 20 percent of white employees who would take part to 43 percent of BAME employees⁶.

One in eight of the UK working-age population is from a BAME background⁴.

只要one in 13 people at management levels in the private and public sector are from a BAME background⁴.

我们的勇敢的新世界报道showed there is aconsiderable gap in the representation of technical roles with digital technologies positioning society at a cross-roads towards greater equality.

There is a risk that an accelerating pace of development will further exclude groups already facing considerable barriers to employment and social mobility. Digital technologies do though offer democratisation of access. People can teach themselves skills that are in high demand for free without the need for formal education. Although face-recognition technologies and other AI have been shown to often struggle recognising non-white faces, given the biased data they were trained on, they can offer companies the opportunity to reduce human bias in their recruitment process.

Business in the Community’s Responsible Digital Business programme works
与组织为确保这种数字转型是道德，可持续和包容性，其创新是以识别这些挑战而制定的。

^1,2,3,5,6，Race at Work Report 2015
要求可以办到

⁴在2014年的比赛
要求可以办到