RECOMMENDATIONS FOR EMPLOYERS
MEDIUM AND LONG-TERM INTERVENTIONS 1. Embed Equity into Governance and Accountability Structures Include ethnicity pay gap reduction as a strategic KPI reviewed at board and executive level. Tie progress to leadership appraisals and rewards. Make equity a standing item on senior management agendas. 2. Develop Targeted Sponsorship and Progression Programmes Move from mentoring to sponsorship, where senior leaders advocate for and open doors for minoritised talent. Track progression outcomes, not just participation rates. Offer stretch opportunities that place underrepresented staff in visible, high-impact roles. 3. Co-Create Action Plans with Employees Involve staff networks and employees from racially minoritised backgrounds in designing equity strategies. Use SMART (Specific, Measurable, Achievable, Realistic, Timely) goals. Regularly report progress internally and externally. 4. Track and Communicate Progress Transparently Go beyond static statistics. Analyse patterns over time, who progresses, who stagnates, and who exits. Celebrate milestones but be honest about challenges. Use dashboards and storytelling to make data meaningful for staff at all levels. 5. Redesign Organisational Systems for Inclusion Audit recruitment processes to remove informal bias (e.g., referral-only hiring, subjective fit criteria). Introduce bias-resistant tools like blind shortlisting and skills-based assessments. Create inclusive talent pipelines across all levels of the organisation. 6. Recognise and Address Intersectionality Disaggregate data to understand how ethnicity interacts with gender, disability, class, and nationality. Tailor interventions, accordingly, what works for one group may not address the barriers of another. Embed intersectionality into all DEI analysis and strategic planning.
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