challenges faced by our Black community , as well as Asian and Minority Ethnic communities . These commitments ranged from increasing Black senior representation from 0.6 % to at least 3 % by 2025 , to actively supporting Black entrepreneurs and businesses through our partnerships , all the way to developing a race education programme for all our people .
Identifying and recognising the knowledge gaps that existed within the Group at the start was essential . It has led to the creation of a bespoke race education programme tailored for our people with the help of external experts . The programme has commenced with our senior leadership and line manager populations , who we felt had a significant part to play in furthering our inclusive culture .
The interactive content pushes buttons , is positively proactive and at times , deeply uncomfortable . It really sets out to address the importance of awareness , allyship and action . The results have been seen through the ever-growing network of advocates who are continuing the conversations beyond training .
We ’ ve continued to listen , with many colleagues telling us that they now have the confidence and tools to challenge inappropriate behaviour or language directly and , crucially , in the moment . Many have also used this greater awareness to step into the active allyship space and embed inclusive hiring principles in their teams to build a more diverse and collaborative working environment .
There have been a lot of ‘ lightbulb moments ’ throughout this training programme . While this is only one element of activity in this space , the importance is that it ’ s evolving the culture to a point where our people feel more empowered to take action .
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