The Cross Company Allyship Programme (CCAP) stands as a pioneering initiative designed to foster diversity, equity, and inclusion across various organisations. Led by Amara Sharif, this programme aims to create meaningful connections between individuals of Black heritage and ethnic minority backgrounds and experienced mentors from diverse sectors. By facilitating mentoring relationships, CCAP empowers participants to navigate their career paths while enhancing organisational cultures that champion inclusivity. With over 1000 participants and partnerships spanning 40 organisations, including industry giants like Google, Cabinet Office and Coca-Cola Europacific Partners, the CCAP has proven its effectiveness in driving tangible change. This article delves into Amara’s journey, the programme’s impactful milestones, and her vision for a more equitable future in the workplace.

Introduction and Background

I am the programme lead for KPMG’s trailblazing Cross Company Allyship Programme (CCAP) benefitting people of Black heritage and ethnic minority. I’ve grown the programme to over 1000 people in the current cohort across 40 organisations attracting the likes of Google, Coca-Cola Europacific partners, BAE systems, Marie Curie and bp to name a few. This played a significant role not only in the attraction and retention of talent but contributing to the firms commitment to a fairer future for all as well as KPMG’s public “Black Lives Action Plan” and inclusion, diversity and Equity strategy. I am also a self-published author of “Inaya and Nia go to Zoo”. I wrote this book when I learnt that only 5% of books at the time had black and brown girls in leading roles. I’m also a trustee at the Museum of Homelessness and corporate social responsibility activist where I run a reading programme at an East London School and uniform swap shop.

Challenges and Milestones

Career switching is never an easy task. I had a successful career within the technology sector however I did not always find this fulfilling. It was around the time that I wrote and self-published my children’s book that I started to search for a bigger purpose. Starting in the DEI space was the best move I’ve made and it gives me my “get up and go” in the morning.

Running a mentor programme always comes with its challenges and everyone is on their own DEI journey. The challenges I faced were the recruitment of mentors. Whilst recruiting junior black heritage and ethnic minority mentees is quite easy, I had to have a solid communications strategy to pitch the programme to the mentors. They are after all very busy, senior folks! To my delight, they are growing in numbers year on year and are our biggest advocates for change.

Key Initiatives and Impact

1) I run KPMG’s (currently free of charge) Cross Company Allyship Programme which is a mentoring programme for KPMG and external organisations benefitting people of Black heritage and ethnic minority heritage. The programme from 132 (year one) to 650 people (year two) to now over 1000 people, attracting 40 organisations including the likes of Google, bp, Marie Curie, BAE Systems, Workday to name a few. I’ve also expanded the programme from the UK into the Netherlands and Canada too. Analysing the data from the initial cohort, 45% of mentees were promoted or moved laterally within their own firms in year one and 39% in year two. This played a significant role not only in the attraction and retention of talent but contributing to the firms commitment to a fairer future for all as well as KPMG’s public “Black Lives Action Plan” and IDE strategy.

2) In 2021 I self-published a children’s book called “Inaya and Nia go to the Zoo” when I learnt that 5% of books in the UK have Black, Brown or Minority Ethnic characters in a leading role. I’ve donated free copies to local libraries and taken part in voluntary book readings at primary schools. I recently appeared on TV and was interviewed on what it means to be an author and how my book was inspired by the three C’s : covid, colonialism and colourism.

3) I spear head a KPMG reading programme in East London and established a free “uniform swap shop” (where a high number of students are on free school meals). I single-handily recruited all volunteers. The school has received KPMG reading buddies, books, laptops and a partnership with the national literacy trust.

4) I recently joined the board at the Museum of Homelessness bringing my wealth of technology and DEI skills to the table.

5) As of this week (22/08/24) I have gone live with my Cross Company Allyship Podcast where I talk with leaders on DEI topics close to my heart such as George Floyd, Neurodiversity, Social mobility and policing in 2024. The first episode I speak with Anita Grant who is the first woman of colour to be appointed into the most senior role at the police force in the UK. Link to recording: https://www.kpmgbeyond.co.uk/on-demand-events/CCAP-Podcast-Episode-1-Trust-and-Legitmacy-With-Sussex-Police 

Personal Growth and Learning

I’ve learnt that not everyone will agree with your DEI views and sometimes that is a bitter pill to swallow. For me, the Black Lives Action Plan is fundamentally important if we want to ignite change. Just take the recent race riots as an example, it is more clearer than ever that we need more investment and funding into programmes that encourage allyship and open dialogue. Sadly, there a lot of naysayers out there who turn the other cheek and prefer the “old school” way of doing things.

I’ve also learnt that you need to be the change you want to see. We cannot rely on organisations to fix the problem, as individuals we should use our voices to ignite change.

Future Vision and Goals

I have secured funding to launch the Cross Company Allyship Programme 4.0 in January and I want to exceed the current numbers of 1000+ people taking part in the programme. KPMG have member firms in other countries and I want to strategically expand the programme. As mentioned previously, I’ve just launched a KPMG podcast where I speak about DEI topics from George Floyd four years one to Social Mobility and Neurodiversity.

I will also be kicking off another programme in January 2025 which focuses on social mobility. This will be a peer mentoring programme with external organisations focusing on equipping participants with leadership skills and building their network.

Advice for Aspiring DEI Advocates

I would say make the intention. All actions start with the intention. Once you have the intention to change the dial, then listen to that voice inside your head and go and get it!

You have to be the change you want to see, so start with baby steps. Look at what you can do on an individual level first, and then if you want to switch your career into a squiggly DEI career, go for it. There is still so much work to do. You won’t look back, I promise!

Learn more here: https://www.ethnicityawards.com/top-10-social-impact-2024/