Leadership & Organisational Commitment
Executive Sponsor
Recommendation | Guidance | Level |
Identify an executive sponsor to champion ethnicity throughout the organisation | Needs to be a visible and engaged executive committee member. It is recommended that they are a direct report of the CEO who is prepared to use their influence to mobilise resources and remove barriers. | Start |
The executive sponsor must have spoken on the ethnicity agenda at an internal event at least once in the past 12 months. | This should form a basic part of the role of the executive sponsor. It could be any type of event, but the sponsor will need to talk about the commitment to the agenda | Basic |
The executive sponsor meets with the chairs/leaders of the multicultural network at least once a quarter | This should form a basic part of the role of the executive sponsor. They will need to be able to hear the concerns of the network and to help to address them. | Basic |
Strategy
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 |
Resources
Establish a ring-fenced budget set annually to support diversity and inclusion work |
Establish a ring-fenced budget set annually to support diversity and inclusion work |
Employ dedicated permanent Inclusion and Diversity Experts with a specific ethnicity accountability |
Dedicated Inclusion team report directly to executive leaders |