Corporate Responsibility : Black Lives Matter
Corporate Responsibility: Black Lives Matter
Thank you to those that have protested and voiced your disdain of the institutional and systemic racism resulting in murders of black people, most recent been George Floyd. I would like to take some of your time to discuss what actions you can take in your organisations and on behalf your organisations to make black lives matter beyond the protests.
- Weed out of your organisations all the “Amy Coopers”. You know them and often felt uncomfortable around them, but you don’t want to be seen as turning against your own, and some are extremely competent! You can longer afford to have these cancers eating away at the heart of your organisation. Most are not only racists, but their management style chokes talent and stifle innovation. The damage to the victims and culture they breed is poisonous, weed them out.
- Become a corporate member of Minority Supplier Diversity UK (MSDUK) www.msduk.org.uk. By increasing your spend with Ethnic minority suppliers, you are lifting not just the owners, but their families and community out of the poverty line. Most of these founders had no choice but to start their own businesses as the corporate world slammed doors in their faces or was requiring them to dumb down their capability to fit it. If you are already member of MSDUK, request for a report of your organisation spend, you may find that its either flat or declined. Make your membership matter and not a CSR tick box.
- Increase your recruitment of Black Minority Ethnic (BME) talent.
- Stop using recruitment agencies that tell you they can’t find them, the truth it’s just quicker for them to find a White Male talent with an immaculate CV and make the placement.
- Revisit your entry criteria, do they have to come from Oxbridge, Harvard, Yale, do they have to have experience with the big 4. Do they have to have minimum 4 years in each role/company. These are barriers that impact BME acutely, some have rejected Oxbridge because they don’t want to spend 4 years or more in an environment that is not inclusive, and are not prepared to volunteer for this at 18. They can’t tell you at the interview or on the CV that they have had to move jobs more frequently than their white counter parts because of “Amy Coopers” that was bullying and holding back in their career. So the cycle continues until you choose to be brave enough to stop it. www.engagetransform.co.uk, email firstname.lastname@example.org
- Increasing inclusion of BME community at work, if you don’t you will not retain these talents. Can I please ask if your internal D&I teams are struggling in this area get in consultants to assist. A great start is doing a survey to see how truly inclusive of BME your organisation is. https://theequalgroup.com/about-us/
- Invest in BME tech start-ups, it is not a coincidence that the majority of successful tech start-ups are founded by white males from Oxbridge, Harvard or Yale. They are the only ones getting funding, you can change this narrative. https://www.msduk.org.uk/innovation-challenge-2019-finalists/ . Foundervine can also provide a list of BAME tech starts.
- Support charities at the grass roots in BME communities https://www.damilolataylortrust.co.uk and the
https://www.stephenlawrence.org.uk. Both of these charities exposed the reality for many young black boys, at risk of their lives been taken due to racism or violence in socially deprived areas. As the cameras have long gone they struggle to get funding and donations.