IGNITE MANIFESTO LAUNCHSandra Kerr, OBENational Director Race for OpportunityBusiness in the Communitywww.bitc.org.uk
The UK is already diverse and will continue to become increasingly soThe UK workforce is diverse: • 1 in 8 of the current workforce is from a BAME backgroundThe emerging workforce is even more diverse: • 1 in 6 UK-domiciled students at university is from a BAME background • 1 in 5 pupils in secondary school is from a BAME background and • 1 in 4 children in primary schools is from a BAME backgroundEmployers have found it difficult to establish a diverse workforce that reflectslocal territories or indeed society at large: • 5.7% of FTSE 100 directors are from ethnic minorities (UK norm 12%) • 59.4% of ethnic minority people are employed (UK average 70.6%) • 44.4% is the unemployment rate for black youths (UK average 21.2%)RfO helps employers unlock potential by aligning their workforce, thinking and wayswww.bitc.org.uk of working with customers and society at large.
Why diversity makes compelling sense for business?An inclusive and diverse workforce: • Improves decision making and creativity by avoiding group think • Builds better value propositions, having access to more market knowledge • Increases access to a growing market by understanding entry points • Creates a positive and inclusive brand image for customers, employees and prospective employees • Contributes to social cohesion and stability, building more effective ties and loyalty with markets and communities A study commissioned by Weber Shandwick estimated the spending power of the UK’s ethnic communities at £300 billion*. Source: Multi-Cultural insight study 2007 commissioned by Weber Shandwick’s specialist multicultural marketing division Multi-Cultural Communications. £300m estimated for 2010.www.bitc.org.uk
Why diversity makes compelling sense for business? And not forgetting that businesses with global language skills benefit from market globalisation The ten most popular languages worldwide with the number of language speakers: In 2005, the Guardian reported that more than 300 languages German German were spoken by the people of Japanese Japanese London, and the city. Russian Russian Bengali Bengali Portuguese Portuguese Series1 Series1 Hindi Hindi In state-funded primary schools Arabic Arabic 16.8% of pupils’ first language English English (compulsory school age and Spanish Spanish above) was known or believed todarin Chinese Mandarin Chinese be other than English in 2011. 0 200 0 400 200 600 400 800 600 1000800 1000 www.bitc.org.uk
Progress has been made, but the challenge and opportunity for business remains aheadFTSE 100 Board Representation shows little movement • 7 BAME Board Positions held in 2012 (7 men and no woman)The UK Workforce is diverse in part, but management remain underrepresented • 1 in 15 of the BAME workforce is in management (vs. a norm of 1 in 8)University representation from BAME groups is low in high profile campuses • 1 in 6 UK domiciled students from BAME background are in University • 1 in 8 study at a Russell Group University • 1 in 10 at Oxford and Cambridge Universities.Employment prospects have deteriorated markedly in some BAME groups • 44.4% is the unemployment rate for black youths (UK average 21.2%)Organisations that maximise their full talent capability are better placed to deliverwww.bitc.org.uk competitive advantage with marginal incremental cost. increased
RfO Vision: Squaring the pyramidIncrease inclusive anddiverse senior leaders 1 in 16 (on boards)Accelerate progression and balance 1 in 8 (in the workforce) representation Reduce BAME youth 1 in 4 unemployment (in primary school)www.bitc.org.uk
RfO Priorities 2012 - 2014Primary focus is on a small number of critical priorities: 1. Progression & Inclusive Leadership: Accelerate balanced representation at all levels (including leadership pipeline and Boards). 2. Track segmented data: Track progress across all BAME segments and drive focus on areas most in need of support with action plans. 3. BAME Youth Unemployment: Ensuring effective monitoring of programmes and balanced inclusion of BAME young people. 4. Increase profile: Drive profile on squaring the pyramid and the case for diversity and inclusion via a concerted communications campaign. 5. Get closer to government: Play a greater part in shaping policy to develop ‘Lord Davies Review’ with focus on ethnicity and diversity.www.bitc.org.uk
RfO Insight into media and PR industryRfO Aspiration and Frustration 2010 highlights: • Only 30% believed that it would be easy to find a job in any of the eight selected professions. The media industry was seen as the hardest to break into with one in three (31%) saying it would be difficult to find a job. • More than 1 in 3 respondents saw the media profession as "cut throat" (34%) and more than a fifth used the word "aggressive" to describe the media profession. • One fifth of respondents cited the lack of information from the Media industry for potential applicants wanting to join this profession. Source: Aspiration and Frustration, page 9&7www.bitc.org.uk
RfO Media PR industry recommendations:RfO Aspiration and Frustration Recommendations: Employers within the media profession need to look at why they currently risk putting off potential BAME candidates from seeking a career with them. They should: • Work together to agree a common approach to promoting access to the industry including encouraging company directors, among others, to become involved in mentoring activities and programmes; • Make it clear in their recruitment materials that they welcome candidates from BAME backgrounds and ensure that there are no issues that present “invisible” barriers to minorities. • Ask recruitment agencies/head-hunters to send through diverse shortlists of candidates for vacancies. • Diversify personal networks. NEW!www.bitc.org.uk
RfO Practical support materialsPractical tools on www.bitcdiversity.org.uk website: 1. RfO Aspiration and Frustration report June 2010: Clear response from BAME people in the UK about their perception of the PR and Media industry 2. RfO Diversity in the Media factsheet:. This will help to make the business case for action and change. Help as a starting benchmark from which to chart progress. 3. Free online unconscious bias taster tool: Free taster toolkit developed in partnership with DWP, Jobcentre Plus, Ethnic Minority Advisory Group and People Development Group and Sponge UK.www.bitc.org.uk
RfO Ethnic Minorities in the MediaKey facts!• Of the top 100 journalists in 2006, 54% were independently educated an increase from 49% in 1986.• Private schools make up only 7 per cent of the country’s secondary school population. Yet they produce well over half of the country’s top news journalists.Source: The Sutton Trust -The Educational Backgrounds of LeadingJournalists, June 2006www.bitc.org.uk
RfO Practical support materialsRfO 5-points for progress 5 step simple action plan: 1. Know why it matters 2. Know your organisation 3. Know yourself 4. Know your colleagues 5. Know what to dowww.bitc.org.uk
RfO 5 point for progress #3• 5-points for Progress• Know yourself• Unconscious Bias toolwww.bitc.org.uk
Thank you www.bitcdiversity.org.ukwww.bitc.org.uk
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