BARRIERS TO PROGRESS AND PRACTICAL ACTIONS
PRACTICAL ACTIONS FOR MAKING CHANGES
Implement inclusive recruitment strategies by using diverse hiring panels, anonymising applications during initial screening and including structured interview questions with scoring rubrics to reduce subjectivity. Track and report recruitment outcomes regularly and share outcomes transparently with leadership and staff, followed by setting goals for improving diversity in applicant pools and hires. Recruitment and Hiring Practices Career Development and Promotion Define and publish clear career development pathways through outlined competencies and expectations for progression, offering development plans tailored to individual goals and roles. Introduce transparent promotion metrics and processes to ensure all staff understand criteria for promotion and provide feedback and support to those not promoted. Conduct regular audits of promotion data and analyse outcomes by ethnicity, gender, disability, etc. looking out for trends in who is or isn't being promoted, and at what pace. Mitigating Bias in Performance and Progression Set up review panels for performance scoring and review scores for consistency across departments, identifying and challenging anomalies or patterns of bias. Conduct random sampling of annual appraisals to ensure performance assessments are fair and evidence based. Provide calibration training for line managers if needed. Mandatory bias training for managers and reviewers which focus on performance reviews, promotion decisions, and feedback delivery. Ongoing Monitoring and Accountability Create an internal task force or working group: Set KPIs and monitor progress e.g. link diversity and inclusion metrics to senior leadership performance objectives. Report progress to staff regularly to build trust and show accountability through consistent communication.
Ultimately, closing the ethnicity pay gap is not only about redistributing pay, but also about rebalancing power.
“Use your sphere of influence to take action. Talent is watching, communities are watching” – Bernadette Thompson OBE
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