Onboarding processes pronunciation manual#

Onboarding processes pronunciation manual#

Wherever possible, this panel should include individuals from different backgrounds to help eliminate any lingering unconscious bias.” -Nii Cleland, CEO & Co-founder of FLAIR #2: Build inclusivity into your onboarding process:Įncourage all new joiners to create a ‘User Manual of Me’ and share it with their team (here at FLAIR, we use Notion for this purpose).Įncourage all new joiners to use the name their family refers to them by. “Larger employers should ensure that the selection and interview process is undertaken by more than one person. Share testimonials from employees of all ethnicities on your website and social channels to highlight inclusivity. Target recruitment using ethnically marginalised-focused job boards or set up targeted university recruitment programs focusing on ethnically diverse universities. Here are 10 top interventions you can implement at your organisation to help create cultures where all ethnicities can thrive: #1: Recruit for ‘culture add’, not ‘culture fit’:Įnsure job adverts acknowledge the value of experience working with people with racially and culturally diverse identities, as colleagues and as clients.Įnsure there’s ethnic representation on promotion and recruitment panels. There are many actions you can take to build inclusivity within your organisation.

Even though significantly more Black, Asian and ethnically marginalised employees said career progression was an essential part of their working life than those from a White British background (25% vs 10%). 29% of Black employees reported discrimination had played a part in a lack of career progression to date, almost three times as many as White British employees. In 2017 research by the CIPD found that discrimination was a significant issue in career progression. Good policies offer clear direction and guidelines for everyone in your organisation and help create realistic and consistent standards to advance racial equity. There has been an increase in action taken by employers since 2020, but there’s still a way to go before we can say equal opportunities exist for all ethnicities within the workforce.īuilding inclusion into your processes and policies and getting these policies right is vital when creating inclusive cultures. In addition, only 6% of top management positions are held by Black, Asian or ethnically marginalised people.ĭecisive action is needed to tackle this racial inequality, and the demonstrations during the summer of 2020 show the public support for this much-needed change. According to Baroness McGregor-Smith’s review, while one in eight of the working-age population were from Black, Asian or ethnically marginalised backgrounds, only 10% of the workforce were Black, Asian or ethnically marginalised.

Evidence persists of continuing racial inequalities and injustice in UK society and organisations.