Thank you for registering to submit the matrix
The Matrix resources will open for 2023 in April! We will notify you when this is open and you will receive a copy on your email, and further updates for submissions and additional online resources.
Submissions for 2023 will open from 3 April until 30 June, which will feed into selecting the Ethnicity Awards Outstanding Employer and Top 10s, accreditations and reports.
If you would like further information for 2023 submissions, please email: admin@investinginethnicity.org
The submission process will be emailed to you.
Download the Matrix Guidance
The Matrix Guidance Notes contain all the recommendations under the categories:
Leadership & Commitment [A]
Data & Policy [B]
Culture & Inclusion [C]
Network Groups [D]
Employee Life Cycle [E]
External Impact [F]
Download Matrix 2022 internal audit sheet
It is recommended that you internally audit against all recommendations before submission
Internal audit - Matrix (download)Enter the Matrix: Submissions are now open
If you have any questions about submissions or the Matrix, please email admin@investinginethnicity.org
Submitting the Matrix will give you a report and if you reach a certain level, you will receive an accreditation. Members receive a full report with average comparisons, areas of success and suggested next steps.
Ethnicity Awards
The Top 10 organisations will be determined through the Matrix. This year we will also looking for demonstrating impact of recommendations completed.
The Top 10s will be announced on 27 July. The Ethnicity Awards’ Outstanding Employer will be determined from the Top 10s and announced on 2 November.
If you would like to be included in selection for the Top 10s, please fill in the ‘Ethnicity Awards: Information’ and include any evidence of impact for each category.
The Submission Form
You can choose to Save and Continue the form. You can continue to complete your submission any time before 30 June. Choose the ‘Save and Continue’ button, then copy the link and send it to your email.
You can use our Internal Audit form to save your responses before submission. (Download)
Watch the launch video 2022
Part 1
Intro from Arcadis
Previous Top 10 Outstanding Employer, Arcadis, tell us what’s working and how the past year has helped accelerate their work on ethnicity and race.
Part 2
Introduction to the new Maturity Matrix
After five years, the Matrix has been revamped with new recommendations to provide a framework and inform organisations of best practice
Watch the launch video 2021
Part 1
Advice from Lloyds Banking Group (1 min 19 secs)
Winner of Outstanding Employer, Lloyds Banking Group, tell us what’s working and how the past year has helped accelerate their work on ethnicity and race
Part 2
Introduction to the new Maturity Matrix (31 min 30 secs)
After four years, the Matrix has been revamped with new recommendations to provide a framework and inform organisations of best practice
Matrix Tools
The below tools will help with your internal audit.
• Download the sheet to use internally (this is not for submission purposes)
• Use the tool below to filter the recommendations by category, subcategories, tags and/or which level the recommendation is depending where you are within your ethnicity strategy.
Please use the filters to help your journey and strategy, you can also save or pdf the recommendations based on the filters you choose.
THESE ARE NOT SUBMISSION FORMS: For reference and internal use only
MATURITY MATRIX RECOMMENDATIONS
| CODE | wdt_ID | CATEGORY | SUBCATEGORY | RECOMMENDATIONS | GUIDANCE | LEVEL | SEARCH TAGS |
|---|---|---|---|---|---|---|---|
| AA1 | 1 | Leadership & Commitment | Exec Sponsor | Identify an Exec Sponsor to champion ethnicity throughout the organisation. | The Exec Sponsor needs to be a visible and engaged Executive Committee member. It is recommended that they report directly to the CEO who should be prepared to use their influence to mobilise resources and remove barriers. | START | Leadership, Network, Visibility, Exec Sponsor |
| AA2 | 2 | Leadership & Commitment | Exec Sponsor | The Exec Sponsor must have spoken on the ethnicity agenda at an internal event at least once in the previous 12 months. | This should form a basic part of the role of the Exec Sponsor. It could be any type of event, but the sponsor will need to talk about the commitment to the agenda. | START | Leadership, Events, Visibility, Exec Sponsor |
| AA3 | 3 | Leadership & Commitment | Exec Sponsor | The Exec Sponsor meets with the chairs/leaders of the multicultural network at least once a quarter. | HR data should be used to help to identify gaps. At a minimum you should compare representation of different ethnic groupings to that within similar businesses and at different levels within your business. | BASIC | Leadership, Network, Exec Sponsor |
| AB1 | 4 | Leadership & Commitment | Resourcing | Establish a ring-fenced budget set annually to support diversity and inclusion work, with a dedicated budget for ethnicity strategy. | The agenda needs to have appropriate dedicated resources to drive change. | START | Leadership, Strategy, Resourcing |
| AB2 | 5 | Leadership & Commitment | Resourcing | Employ dedicated permanent Inclusion and Diversity Expert(s) with a specific ethnicity accountability. | In order to drive change in medium and larger organisations you will need dedicated headcount to champion, organise and support your plan. | START | Leadership, Inclusion, Resourcing |
| AB3 | 6 | Leadership & Commitment | Resourcing | The dedicated inclusion team should report directly to Executive leaders. | As the inclusion strategy forms an integral part of the business strategy, aligning the dedicated headcount to report either to the CEO or the HR Executive leader will help to drive change. | ADVANCED | Leadership, Inclusion, Resourcing |
| AC1 | 7 | Leadership & Commitment | Visibility | The CEO or Exec Sponsor should make at least one annual statement committing the organisation to making progress and highlighting strategy and progress so far. | This could form part of a wider communication, but should specify ethnicity work. It should highlight any progress or changes in the previous year. | START | Leadership, Comms, Visibility |
| AC2 | 8 | Leadership & Commitment | Visibility | Quarterly communications should be sent to all colleagues from the Exec Sponsor or suitable Board representative updating on progress around the ethnicity agenda. | To continue to demonstrate commitment to the agenda, the organisation should talk about what has been happening. This could form part of a wider communication, but should specify ethnicity work. | BASIC | Leadership, Comms, Visibility |
| AC3 | 9 | Leadership & Commitment | Visibility | Publicly report on progress of the ethnicity plan annually to external stakeholders. Findings should be included in the annual report and on external website. | The report should be based on your existing ethnicity strategy and action plan to report on progress. | ADVANCED | Leadership, Reporting, Strategy, Visibility |
| AC4 | 10 | Leadership & Commitment | Visibility | Ensure that your annual report includes ethnic representation across the firm. | The public report uses ethnicity data capture to help identify areas in which to implement strategy. Publishing data can include a comparison to local working age population. Where possible, it is advisable to break down your data in ethnic groups accordi | ADVANCED | Leadership, Reporting, Data, Visibility |
