| Recommendation |
Guidance |
Level |
| Have an ethnicity Inclusion strategy plan with aspirational targets on representation that is reported on annually and is owned/sponsored by board, CEO, executive committee or equivalent leadership groups |
The inclusion strategy can span many different diversity aspects, but it will need to have a stream of work focused on ethnicity. It should align and support your organisation’s strategy. It should include measures or KPI’s that can be reported on. It could include: aspirations to improve representation; complete training; improve trends from surveys; improving hiring, retention, attrition or aspects of talent management |
Start |
| Have a longer term strategy that covers a 3 year period |
A multi-year approach of diversity measures needs to be outlined to change culture and create and embed sustainable change |
Advanced |
| Have a dedicated inclusion committee or ethnicity task force made up of key stakeholders who are responsible for driving inclusion with a clear remit on progressing ethnicity |
The committee should be made up of leadership and those whose roles involve progressing the ethnicity agenda and implementing strategy. |
Advanced |
| Make commitment for percentage increase ethnic representation in overall represented, if under-represented |
If the organisation is underrepresented in ethnic diversity – the organisation should commit to year on year improvement with the CEO and executive Committee responsible for progress. If representation is unknown please tick ‘no’. If you do not have a proble with ethnic representation, please tick ‘yes’. |
Basic |
| Make commitment for percentage increase ethnic representation on Board, if under-represented |
If the board is underrepresented in ethnic diversity – the board should commit to year on year improvement with the Chair responsible for progress. If representation is unknown please tick ‘no’. If you do not have a proble with ethnic representation, please tick ‘yes’. |
Outstanding |
| Make commitment for percentage increase ethnic representation on Executive Committee or equivalent, if under-represented |
If the Executive Committee is underrepresented in ethnic diversity – the organisation should commit to year on year improvement with the CEO and Chair responsible for progress. If representation is unknown please tick ‘no’. If you do not have a proble with ethnic representation, please tick ‘yes’. |
Outstanding |
| Make commitment for percentage increase ethnic representation in senior management, if under-represented |
If the Senior Management is underrepresented in ethnic diversity – the organisation should commit to year on year improvement with the CEO and executive Committee responsible for progress. If representation is unknown please tick ‘no’. If you do not have a proble with ethnic representation, please tick ‘yes’. |
Outstanding |
| Make commitment for percentage increase ethnic representation in early career, if under-represented |
If the Senior Management is underrepresented in ethnic diversity – the organisation should commit to year on year improvement. If representation is unknown please tick ‘no’. If you do not have a proble with ethnic representation, please tick ‘yes’. |
Advanced |
