By: Aparna Sreevalsan
RACIAL discrimination and inequality in the workplace can be tackled with the presence of staff race networks.
According to a new study report published by Essex Business School and the Advisory, Conciliation and Arbitration Service (Acas), identity-based networks play a major role in tackling systemic barriers to recruitment and progression in the workplace.
The research carried out by Essex Business School, conducted deep studies on staff race networks across various companies using interviews and focus groups.
Case Studies were developed to find out the reason behind staff joining these networks. Also, what they have achieved after joining the race network, and the supporting key factors were also taken for study.
Arranging a staff race network in the firms has created a positive impact and led to more open conversations among the employees. Senior leaders who were a great source of support for these staff race networks had bought into tackling racism, perceptions of greater network engagement with non-ethnic minority allies and their feeling empowered to make change.
Successful staff race networks used the following strategies:
“Staff race networks in British workplaces are pushing for progress on race inequalities and equity. Challenging racism is everyone’s responsibility, and race networks are collaborating with a range of allies, but the support of senior management is crucial for success in making meaningful and sustainable progress on race equity, while working towards a fairer and inclusive workplace”, said Dr Maria Hudson, the lead author of the report.
Julie Dennis, Head of Diversity and Inclusion, Acas said: “Our report shows that staff race networks can be crucial in providing employees with the support needed to address inequalities at work. Participants that took part in our research revealed that the murder of George Floyd and the Black Lives Matter movement was a catalyst for forming or re-launching these networks.
“The study also reveals that employee networks are a critical tool in making sure voices are heard and help to support the recruitment and development of people who face discrimination. However, they can only be a success if they are properly resourced, staff are fully involved, and they are supported by business leaders.”
The report was launched at the British Academy and attended by race champions, including race network leaders, experts in diversity and inclusion and campaign leaders who discussed the state of play for race equality in the British workplace.
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