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

▶

Oct 21, 2022 482 likes •758 views

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

SLIDE 1

DELIVERING DIVERSITY.

Race and ethnicity in the management pipeline.

Petra Wilton, Director of Strategy, CMI Race Equality Conference, 17 October 2017

SLIDE 2

CMI AT A GLANCE.

Our Vision: › Better led and managed

rganisations.

Our mission: › Increase the number and standard of professional managers. Key statistics: › 70 years’ experience › 155k members & 40k learners › Boost productivity through Chartered Manager and Trailblazer Apprenticeship standards

SLIDE 3

COMING UP.

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

SLIDE 4

THE DIVERSITY OPPORTUNITY.

› 12.5% of the UK population are BAME › Set to grow to 20% by 2030

SLIDE 5

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
utside UK

SLIDE 6

RESEARCH IN COLLABORATION.

› Partnership with British Academy of Management › Research team from UK universities

SLIDE 7

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

SLIDE 8

KEY INSIGHTS

SLIDE 9

BUSINESS DRIVERS FOR BAME DIVERSITY.

FTSE 100 Diversity Leaders

SLIDE 10

HOW WOULD YOU RATE YOUR ORGANISATION?

SLIDE 11

PUBLIC FACE OF THE FTSE 100.

› Leading: extensive evidence of good policy and practice, reflected effectively in corporate imagery. › Progressing: some evidence

f good policy, practice, some

effective corporate imagery. › Starting: or, in some cases, ‘Yet to Start’. Limited or no evidence of policy, or BAME elements within corporate identity.

SLIDE 12

BARRIERS?

What one change could improve the progression of BAME managers?

SLIDE 13

BARRIERS?

SLIDE 14

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

LIVED EXPERIENCES OF BAME MANAGERS.

SLIDE 15

WHAT CAN WE DO ABOUT IT?

SLIDE 16

SEVEN KEY STEPS.

BE INCLUSIVE AND ADAPTIVE

SLIDE 17

LET’S TALK ABOUT RACE.

SLIDE 18

LEARN FROM THE GENDER AGENDA.

SLIDE 19

FACE THE NUMBERS.

SLIDE 20

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

SLIDE 21

ROLE MODELS & MENTORS AT EVERY LEVEL

SLIDE 22

FITTING IN?

SLIDE 23

COLLABORATE TO ACCELERATE CHANGE.

SLIDE 24

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

FOR POLICY MAKERS

SLIDE 25

› 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

FOR BAME COMMUNITIES

SLIDE 26

TAKE ACTION

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 #CMIRace › Petra.Wilton@managers.org.uk