DELIVERING DIVERSITY. Race and ethnicity in the management - PowerPoint PPT Presentation

DELIVERING DIVERSITY. Race and ethnicity in the management pipeline. Petra Wilton, Director of Strategy, CMI Race Equality Conference, 17 October 2017

Our Vision: › Better led and managed organisations. Our mission: › Increase the number and standard of professional managers. Key statistics: › 70 years’ experience › 155k members & 40k learners › Boost productivity through CMI AT A Chartered Manager and Trailblazer Apprenticeship GLANCE. standards

› Why BAME diversity matters to business › Key insights from unique FTSE 100 research › Recommendations for leaders COMING UP.

THE DIVERSITY OPPORTUNITY. › 12.5% of the UK population are BAME › Set to grow to 20% by 2030

THE DIVERSITY OPPORTUNITY. › Business missing out on talent › Better serve customers › Diverse teams 35% more likely to financially outperform (McKinsey) › An international trading nation? • 75% FTSE 100 income from outside UK

RESEARCH IN COLLABORATION. › Partnership with British Academy of Management › Research team from UK universities

MULTI-METHOD RESEARCH › Focus on FTSE 100 – plus other leading employers › Web review – public face of full FTSE 100 › Survey of 24 FTSE 100 HR/Diversity & Inclusion leads › 26 interviews with BAME and non-BAME managers

KEY INSIGHTS

BUSINESS DRIVERS FOR BAME DIVERSITY. - FTSE 100 Diversity Leaders

HOW WOULD YOU RATE YOUR ORGANISATION?

› Leading : extensive evidence of good policy and practice, reflected effectively in corporate imagery. › Progressing : some evidence of good policy, practice, some effective corporate imagery. › Starting : or, in some cases, PUBLIC FACE ‘Yet to Start’. Limited or no evidence of policy, or BAME OF THE FTSE elements within corporate identity. 100.

BARRIERS? What one change could improve the progression of BAME managers?

BARRIERS?

LIVED EXPERIENCES OF BAME MANAGERS. › Many have doubts over culture-fit › Lack of senior BAME role models › Demands resilience and “going the extra mile”

WHAT CAN WE DO ABOUT IT?

SEVEN KEY STEPS. BE INCLUSIVE AND ADAPTIVE

LET’S TALK ABOUT RACE.

LEARN FROM THE GENDER AGENDA.

FACE THE NUMBERS.

IT AIN’T WHAT YOU KNOW – IT’S WHO KNOWS YOU.

ROLE MODELS & MENTORS AT EVERY LEVEL

FITTING IN?

COLLABORATE TO ACCELERATE CHANGE.

FOR POLICY MAKERS › Management pipeline, not just the Boardroom. › Transparency on BAME pay and progression gap › Champion progressive employers › Address inequalities in educational access and attainment

FOR BAME COMMUNITIES › Help colleagues break the silence – talk about difference › Engage with diversity initiatives – share information › Ask for more – from line managers, from mentors and sponsors, and from the business. Seek opportunities to develop skills › Challenge the status quo

www.managers.org.uk/ deliveringdiversity › Full report and case studies › Sign up for CMI Race – new network for managers of all backgrounds, supporting BAME diversity at work › Twitter @CMI_managers TAKE #CMIRace ACTION › Petra.Wilton@managers.org.uk