Supply chain

Key findings from ten years of commitment and innovation in progressing BAME people in the workplace.
The race equality awards were established to provide a vehicle for employers to showcase best practice. The past ten years have provided a rich source of best practice and guidance collated in this document with a focus on Leadership / Progression / Recruitment / Engagement / and Impact. 
When Race for Opportunity was started almost 20 years ago one of the key foundational pillars of the campaign was supporting ethnic minority owned businesses and entrepeneurs to access supply chain opportunities.   Our recent Race at the Top report spotlighted a growing number of of Black, Asian and Minority  Ethnic (BAME) people who were opting for self=employment either by desire or necessity as a route to employment.  One of the key recommendations we made in the Race at the Top report was for ' the government to use its procurement spending power to ensure that businesses who tender for public contracts can demonstrate a commitment to race diversity within their supply chain.' 




Increased job aspirations must result in more vibrant and economically empowered communities


The Rt Hon. Danny Alexander M.P. Chief Secretary to the Treasury responded by circulating the Race at the Top report to all government departments and highlighting this recommendation, demonstrating leadership in government for greater supply chain diversity in the public sector.
 This responsible business action isn't just about engaging with more diverse service and goods suppliers.  Members of procurement teams can also act as mentors and coaches to BAME-led SME's in order to share advice and information on their procurement practices, enabling these SME's to more successfully compete for public and private sector contracts in the future.
The factsheet focuses on BAME Women as we believe with all the focus on enterprise it is important that we recognise that all thriving ethnic minority businesses- owned by both men and women - will contribute to increased employment and greater opportunities to utilise skills and talents.  Additional benefits to communities will include increased and raised aspirations, an increase in the volume of local job opportunities which in turn must result in more vibrant and economically empowered communities. 
Making Diversity Work for You and Your People. Many organisations are taking steps to ensure employees are placed to give their best performance, to recruit from a widening talent pool and to empower their managers with inclusive leadership qualities.
 
 
Part two of the toolkit for building a robust Global Diversity Strategy, examining how to establish metrics.
A two part toolkit designed to assist the building of a robust global diversity strategy.
The campaign's work continues:
The results of Census 2011, will give a true reflection of the composition of the UK population and probably highlight the growth of its ethnic minority communities. The need to support employers in creating diverse and inclusive environments will be even greater, including the need to address key issues around globalisation and social mobility.