Business case

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. 
Business plans:

87% of benchmarking organisations have a business case for diversity and inclusion, with 77% updating it annually


Fewer organisations have a specific business case for race (60%) and for gender (61%)


59% of organisations have a separate diversity business plan per business unit
Strategies:


84% of organisations have a diversity strategy, but less than half of these (48%) place it in the public domain


More positively, the diversity strategy of 86% of these organisations is driven by an action plan
Accountability & leadership:


Employers are slightly more likely to make senior leaders accountable for delivering gender diversity, equality and inclusion strategies than for ethnicity strategies


Heads of Functions are more likely to have performance-related pay linked to achieving diversity and inclusion objectives for gender than for ethnicity (65% and 58%, respectively)


Only 57% of organisations have a board level Champion for gender and for race


Only 57% of organisations have a race champion at board or equivalent level, yet 67% have a race champion at senior manager, diversity or HR professional levels
 

10.7% of the East Midlands population is BAME
The UK’s current and future talent pool is changing, as is today’s business environment and so the business imperative to adapt and develop the workplace has never been greater.
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