Britain’s minority ethnic communities represent a growing market place, a high quality workforce and a driving force in small business development. The Commission for Racial Equality has developed a standard, Racial Equality Means Business, to help companies review their current practices and policies, agree an action plan linked to business objectives and then evaluate and report progress each year.
One critical area is in employment practice, both in fair and equitable recruitment and redeployment as well as in promotion and staff development. Most organisations now have equal opportunity policies and the Race for Opportunity campaign recommends that these should be reviewed and targets built in to the annual action plan.
Community involvement
The checklist for recommended best practice in community involvement includes:
ù make diversity a corporate issue and make a public commitment at the highest level, to make the business case for improving the quality of life in diverse communities; incorporate this in your corporate plans.
ù take into account any particular needs of minority ethnic employees in secondment, volunteering or other out-placement activities.
ù encourage employees’ involvement in the wider community and recognise diversity in the strategy.
ù reflect your commitment to diversity and its associated objectives and progress (internal and external) in the annual report.
ù ensure that public relations and media strategies reflect your commitment to diversity.
ù raise diversity issues where you have influence in external agencies such as TECs.
ù promote and communicate your involvement in community initiatives, sponsorship and funding.
ù develop strategies to further racial equality at careers offices, and in schools and colleges.
ù reflect diversity by providing training and work experience for young people or sponsorship scholarships and bursaries.
ù join an employers’ equal opportunities network or similar group.
ù establish links with minority ethnic groups, for example providing speakers, exhibitors and advisory board members.
ù offer senior representatives to act as ambassadors for diversity at external events, such as industry conferences, specialist interviews, shareholder meetings.
ù offer experience in developing diversity programmes as a benchmarking resource to other organisations.
ù evaluate the impact of relocation and redundancy plans on minority ethnic groups and make arrangements with other agencies to minimise any adverse effects.
ù support projects to reduce racial harrassment in local areas, improve transport facilities, provide housing etc.
ù support local economic regeneration partnerships, including those which focus on ethnic minority business development.
ù participate as a partner in urban regeneration projects and work in partnership with local and central government and the European Union on issues and projects relevant to multi-racial communities.
The checklist for recommended best practice in marketingin includes:
ù review advertisements and all publicity material to ensure they reflect your organisation’s commitment to diversity both in content and illustration.
ù produce information in other languages where appropriate.
ù acknowledge the diversity of language and culture when targeting customers as clients.
ù invite feedback from customers and clients, remove any barriers to productivity and effective delivery and carry out regular service delivery audits.
The checklist for recommended best practice in purchasing includes:
ù communicate your diversity policy to suppliers and contractors, encouraging them to develop equality programmes.
ù help local businesses, including minority ethnic led suppliers, in developing networks, building or gaining wider experience and expertise.
ù take steps to encourage tenders from as diverse a field as possible.
Member companies of the Race for Opportunity campaign commitment themselves to measurable progress annually in these and other areas. Contact Cecilia Joseph on 0171 224 1600
Corporate Citizenship Briefing, issue no: 27 – April, 1996
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