How to stay committed to racial equity

On March 21st, communities across the world will come together to observe the International Day for the Elimination of Racial Discrimination, which was created to challenge systemic racism and advocate for greater justice. This year’s theme revolves around the 60th anniversary of the UN’s International Convention on the Elimination of All Forms of Racial Discrimination (ICERD); a pivotal moment in the global fight against racism. 

But it’s equally important to remember the origins behind the International Day, and its commemoration of the Sharpeville Massacre in 1960, where a peaceful protest in apartheid-era South Africa ended in bloodshed. Sixty-five years on from Sharpeville, we’re reminded of progress made, but also of action still needed. 

I thought I’d spotlight the current state of play when it comes to equity at work for Black professionals, and how organisations can do their part to eliminate racial discrimination from workplaces. 

At a glance: How to eliminate racial discrimination and empower Black professionals 

• Embed employee networks 

• Support with executive sponsorship 

• Increase collaboration and safe spaces 

Prejudiced views stall career progression and widen pay gaps 

While progress has been made towards reaching racial equity, prejudice persists across the world. And the up-and-coming workforce believe it’s an issue that still exists in our own society. According to recent research by The Times, almost half (48%) of Gen Z respondents believe that Britain is a racist country – an increase from 34% in a similar survey carried out two decades ago. 

A survey of Black Britons conducted by the University of Cambridge, meanwhile, suggests that racial prejudice in UK workplaces remains deep-rooted, with most respondents (88%) saying they’ve experienced racial discrimination at work. Moreover, almost all (98%) of those surveyed said they have had to alter their self-expression and identity to fit in at work – including changing their way of speaking or hairstyle – with appearance and cultural background cited as factors affecting a lack of upward career mobility. 

Discriminatory attitudes could be imbedding pay disparity, too. According to figures from the Office of National Statistics, employees from Black, African, Caribbean, or Black British backgrounds were earning 5.6% less than their White counterparts between 2012-2022. This ethnicity pay gap underscores the need for salary benchmarking, where organisations can leverage bespoke and independent reporting to build a competitive but fair remuneration strategy. 

What action should organisations take? 

The facts at hand point to a widespread lack of racial parity in workplaces. But rather than redoubling their efforts to create more inclusive workplaces, certain organisations have made headlines in recent months for dialling back their DE&I initiatives. While this trend is perhaps more endemic in corporate America, the decision by global business leaders to diminish their DE&I initiatives has far-reaching consequences. 

Despite increasingly polarised environments, however, the question for organisations remains unchanged: what practical action can – and should – be taken to not only improve career opportunities for Black professionals, but demonstrate this commitment to their employees? 

Asking this question isn’t just an ethical decision; it’s a business imperative amid a continued talent mismatch. Organisations that fail to diversify their hiring processes, and embed inclusive people strategies, are consciously denying themselves a significant percentage of the talent pool. 

To help eliminate racial discrimination from workforces and become an inclusive employer of choice, here are three initial strategies worth considering. 

1. Embed employee networks to empower Black professionals

Dedicated employee networks not only have the power to celebrate the contributions of diverse communities, but to help businesses harness meaningful insights that will enable them to build more inclusive workforces. 

Establishing a dedicated Black network is an effective method of forging a two-way conversation between an organisation and its Black employees. It also amplifies under-represented voices, helps to improve business representation, raises awareness of Black culture, and highlights any perceived barriers to progression. 

If implemented correctly, employee resource groups allow organisations to channel support to Black employees, strengthen acceptance and allyship, improve recruitment and retention and drive social impact. 

2. Support Black employees with executive sponsorship

Make employer networks more impactful with leadership involvement – namely, a senior executive within the company who acts as a strategist and who has the authority to remove roadblocks. This kind of executive sponsorship can help bridge gaps in communication and align Black networks with wider business strategies. 

Keeping conversations open between Black networks and senior leaders – concentrating on specific pain points within recruitment and retention – can be a good place to begin. Some employee networks, for example, have periodic listening sessions with their board of directors. These sessions give directors and executives the chance to identify where their hiring and promotions processes can be made fairer and more equitable, facilitating opportunities for talented Black employees seeking senior positions.  

3. Increase collaboration and safe spaces

Networks become much more valuable when they’re inclusive and open to allies – rather than being closed domains. Collaboration with wider networks and employee resource groups – such as PRIDE or LGBTQ+ – can further the shared goal of creating a sense of belonging for everyone. Value can be added to separate networks without detracting from their individual identity and significance. 

Developing more inclusive networks is just one aspect of active allyship; it’s also important to cultivate safe spaces where honest and authentic dialogue can take place. An outside, expert view can prove invaluable advising to your organisation in this regard, diminishing the chance of you staying silent on the important issues that impact Black professionals.  

Through collaboration and shared opportunities, we’re confident that organisations can collectively challenge biased behaviours and institutionalised discrimination, unlocking the potential of Black professionals and stamping out racism from workplaces and beyond. 

To deliver on your end-to-end recruitment ambitions, and gain the expert insights and advice you need to become an employer of choice, explore our advisory solutions. 

Or for a more informal discussion about how to drive equity within your business, reach out to jason.dunwell@hays.com.