BARCLAYS LIFESKILLS Gatsby Benchmarks 1 2 3 4 5 6 7 8
What racial equality at work means and how we make change happen
VIDEO
How can we develop and practise inclusive behaviours as we enter and move through the workplace ?
ith recent Black Lives Matter protests at the
W forefront of minds , racial equality — whereby institutions give equal opportunities to people of all races — has been a renewed focus of discussion . Despite progress over past decades , few organisations truly reflect the diversity of the communities in which they operate . For people from black , ethic and minority groups , barriers still exist , from entry through to board level .
To help inform and inspire , Barclays LifeSkills has produced a short film for young people about what racial equality at work means and how we can all make change happen today . As Kamal Ellis- Hyman says in the taster video above , “ racial equality is something we all need to be aware of , whatever our ethnic background ”.
The full 13-minute interactive video can also be accessed at the bottom of the article , providing practical tips on how to adopt inclusive behaviours and become a diversity champion .
Diversity makes organisations more successful
Equality of race is , of course , only one aspect of diversity . At work , as in many other areas of life , we are likely to come into contact with people with a wide range of characteristics and experiences . These differences may be in age , gender , sexual orientation or physical ability as well as race or ethnicity ; or they may be differences in religion , education , background or thinking style . For example , when we talk about ‘ cognitive diversity ’ we mean different styles of processing information and problem solving .
Businesses have not always embraced diversity , with leaders traditionally hiring people who look and think like themselves , often unintentionally . This is known as an ‘ affinity bias ’ – an unconscious tendency to gravitate towards people who are similar to ourselves , whether in terms of appearance , culture or world view . But this is changing — not only because it is morally right to include people of all kinds within the workforce , but because it is proven to make organisations more successful .
Building a workforce with an array of skills and perspectives has been shown to drive up performance , creativity and innovation . Teams can draw on a wider range of insights and ideas and are more likely to develop new products and to make better decisions . They keep unconscious biases in check and better reflect the make-up of society – and the different customers that companies serve . They consistently perform better .
Diversity is being invited to the party ; inclusion is being asked to dance
Vernā Myers
Inclusion is the key
However , diversity only flourishes when every team member feels included and valued for their unique talents and insights and is able to speak up safely and to contribute ; diversity without inclusion will not stick . When people feel that they belong , they have an opportunity to reach their full potential and to help their teams and organisations reach theirs .
It is up to all of us , as we enter and move through the workforce , to adopt inclusive behaviours , so that our colleagues feel able to be their authentic selves and to share their thoughts and ideas for the benefit of all .