Supporting race equality, diversity and inclusion (EDI) at work: Guidance for managers
Advice for line managers on how they can play their part in tackling racism in their organisation
Advice for line managers on how they can play their part in tackling racism in their organisation
Managers play a crucial role in the experiences of their people and in diversity outcomes, as well as in wider organisational EDI initiatives. Tackling discrimination forms part of this role and the CIPD’s reports on race inclusion showed that the role of line managers is key.
This guide offers advice to line managers on how they can play their part in tackling racism in their organisation, looking at the employee lifecycle, from recruitment to exit.
However hard you work to educate yourself on how to be anti-racist, you may still be unaware of policies and systems that adversely impact staff from ethnic minority backgrounds. It is important to make sure key decision-making teams include people from diverse backgrounds. Do ensure that there is not just one person from an ethnic minority background in a group, or they may feel uncomfortable to speak up and contribute, or due to majority group bias their comments may be dismissed.
Compare the breakdown by ethnicity in your organisation against UK benchmarks.
Compare the breakdown by disability in your organisation against UK benchmarks.
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