The Covid-19 pandemic and the Black Lives Matter movement have highlighted the inequality in outcomes for BAME individuals and a lack of understanding of the issues faced by ethnic minorities from people in power. Workforces and institutions are not reflective of their stakeholders and, despite public commitments from government, public bodies and businesses to increase diversity at leadership levels, progress has stalled over the last three years.
The present focus and conversation on race and power, presents a real opportunity to create meaningful change in racial equality both in the workforce & in society. However, the people with power must take action to unblock the pipeline to the top and level the playing field for Britain’s ethnic minority populations.
This is not only a moral obligation, but a commercial one. By now, any leader living outside of a rock will have read reports and statistics that validate that Diversity & Inclusion (D&I) is good for business. With the world facing an unprecedented economic crisis as a result of COVID-19, further complicated by Britain’s decision to leave the European Union, the people of power on this list have a responsibility to not only ensure the commercial health of their own institutions, but of the general UK economy. We may not know what the “new normal” will look like, but we can be proactive in ensuring we are the strongest possible position to face it. This means creating the conditions that enables all talent to thrive.
At Green Park, we have been moving the dial on diversity since our inception and are responsible for advocating and championing the acceleration of high-calibre diverse ethnic minority leaders into some of the most senior executive and board positions. These are our recommendations for leaders who wish to drive real change: