No institutional racism in the UK?
Alongside other thought leaders in this space, Business in the Community (BITC) wanted to explicitly express disappointment at the findings of theCommission on Race and Ethnic Disparities report。To us, this report has been a missed opportunity to truly acknowledge the extent of structural and institutional racism that exists in the UK today. It is a missed opportunity to listen to the voices of those that have loudly asked for change, and to commit to action that would enable the UK to truly become a world leader in responsible business and racial equality.
谋杀罪乔治弗洛伊德，以及全球抗议种族主义that ensued, has led to an unprecedented demand for support from BITC members and beyond. Employers are keen to do more to support their employees, and to ensure that their organisations go beyond paying lip service and box ticking to become truly inclusive. There is evident appetite for action from employers; with business leaders from across the spectrum now calling for the建立强制性种族支付差距报告。
It is in this context we would like to echo theinitial remarks of our Race Campaign Director Sandra Kerr, by saying it is deeply disappointing that the commission failed to recommend making ethnicity pay gap reporting compulsory. The Commission clearly saw value in ethnicity pay gap reporting as it recommends that the government create guidance on writing them.
我们的方法to inclusion is always systemic, aligning inclusion to organisational objectives
而是有一个单独的多样性
和包含议程。
我们建议雇主与Hogan Lovells合作阅读我们的新报告，a种族支付差距报告指南，并敦促雇主考虑自愿发布其种族薪水差距报告。
Over the last year we have seen a huge increase in demand for比特咨询服务来自雇主。BITC的咨询团队工作1：1与我们的会员将我们的竞选同事们的建议转变为行动，我们目前在英国拥有超过175个企业，专门向他们提供支持。
我们的方法
我们的方法to inclusion is always systemic, aligning inclusion to organisational objectives rather than having a separate diversity and inclusion agenda. We offer advice on how to create inclusive cultures and strategies that will support everyone to thrive at work, ensuring employees can be their authentic selves.
通过六步方法，将领导者提供更改的倡导者，我们查看组织，流程，政策，数据和行为。没有组织是完美的，我们的培训优惠将为组织新知识，技能和对最佳实践的理解。我们采取需求LED方法，在过去一年中，在包容性领导，赞助，谈论种族，露天运动员干预培训等方面被淹没了。我们的咨询团队还提供了支持赋予权力，导师和线路管理人员来支持种族平等。
员工声音的力量
我们的报价是我们的关键总是建议雇主s to listen to their employees, to hear their voices and understand their experiences. We are currently running the在工作调查2021的比赛，向所有英国员工开放完成。我们的2018年调查有24,310个响应。这让我们准确了解工作场所的比赛，并透露给我们在英国持续存在的许多不平等，它还在2018年工作中通知我们的比赛：黑人声音报告。我们经常为组织运行焦点小组，通常表明这些群体中的一个是黑色，亚洲和少数民族员工的戒指。在这些听力会议中，我们听到比赛在工作场所影响了人们的生活经验及其包容感。这是这些故事激发了我们对行动的调查，并且通过了解这些经验，我们设计了定制和有影响力的解决方案，使我们的成员能够带来实质性变革。
The role of training
Inclusion Adviser Amy Smith shares how the BITC advisory team ensure its work and training is effective and impactful.
The reality is that diversity training is no quick fix to solving hundreds of years of racism. We encourage our members to understand that training provides an opportunity to hear their employees’ voices, it sets out what an organisation’s expectations are, and it gives them an idea of where they are with best practice. Once more we were disappointed with the Commission on Race and Ethnic Disparities report as it recommended for unconscious bias training to be defunded, instead calling on the government to develop new programmes created using an evidence-based approach. Our真的有效吗？报告has done that, it is an evidence based report written by BITC in partnership with Kings College London. The report found unconscious bias training to be a valuable concept and when conducted properly was a useful tool for furthering inclusion.
At BITC we are at the forefront of delivering training on diversity and inclusion, our advisory sessions focus on perspective taking and intergroup dialogue ensuring all feel included at our sessions. A well-designed training programme can lift the lid on serious cultural issues and process flaws, and it is these outcomes that are often overlooked by leaders.
因此，虽然我们对报告的结论感到失望，但我们受到我们成员正在采取的行动的鼓舞。我们的许多成员都获得了基础知识，但大多数人都意识到他们有更多要做。更有令人鼓舞的是，使用这个反馈的成员可以做更深层次的探索工作，而不是以前的方式创造更安全的空间，并坚定他们对反种舍的承诺以及对Covid-19所提出的挑战的挑战。
我们将继续与想要宣布拨打种族平等的公司合作，他们希望承认和解决英国的机构种族主义，我们将始终将我们的计划和解决方案设计为对员工经验的直接回应。
Bitc要求您与我们致力于将野心转变为行动：
- 与我们负责任地建造, creating collaborative action with other businesses to become more inclusive.
- 与我们分享您的想法关于我们如何共同努力，改变成功的措施，为所有人创造一个更好的世界。
- 确保使用明确行动计划设计培训结果的更大特异性。
如果每个人都觉得在工作中有什么看法？