As employees across the globe engage in discussions of racial justice, leaders seize this moment to consider their roles and opportunities to advance diversity, equality, and inclusion at their organisations.
In the Robert Walters Driving D&I in the Workplace webinar series, our panel of experts and thought leaders, including research partner BYP Network, broke down the challenges different ethnic groups face in the workplace, with insight and best practice advice on how businesses can take action to address issues of racial marginalisation in the workplace.
Below highlights key questions and answers that were raised throughout the webinar.
"As an ethnic minority looking to progress in my role, from your experience, what have you learned about pushing for more, and making yourself visible for promotion?"
Raman: As ethnic minorities, we are not expected to put our hands up or to have the light shone on us 24/7. Once you decide to shift your mindset as an individual and decide to speak up, not in a ‘showing off’ way or speaking just for the sake of it, it changes the way you think.
It’s not just about getting that promotion or pay rise, it’s about leading as an example for others to follow. I’m a big believer of advocating for yourself, once you start ‘blowing your own trumpet’ and people learn you have something to say, they start to listen. It’s about breaking your own internal barriers that you may have and pushing yourself forward. You’re not only speaking up for yourself, but people like you.
Meera: It’s a structural problem. Historically, employers have only hired from top universities, and people from lower economic backgrounds who attend worse off schools are less likely to get better results at school, because of the lack of opportunity which subsequently makes it less likely for them to go to a top university.
Even if disadvantaged groups do overcome these barriers, they still lack role models, making it harder for them to get through to interview stage for a job, and then if they’re fortunate enough to attain that job, they then must navigate their way around the working environment when there aren’t people there that look like them - there are barriers after barriers.
Employers have a responsibility to go into schools to inform young people on the opportunities out there and encourage them to come along to ‘taster’ days.
How can organisations close the disability employment gap?
How do you drive Diversity & Inclusion in the workplace? We’ve partnered with specialist diversity and inclusion organisations: Qlearsite, CV Library, Pearn Kandola, The Kaleidoscope Group, and the Inclusive Group to survey 7,500 Irish and UK professionals - to understand the career challenges and wRead More
Recruit top talent from divers backgrounds with Robert Walters
Robert Walters is a leading specialist professional recruitment consultancy offering expert recruitment advice to market leading clients in over 30 countries worldwide. Our in-depth knowledge and understanding of the UK recruitment market allows us to tailor our services to ensure we support our cliRead More
Retaining key professionals after a career break
Women take career breaks from work for several reasons including traveling, starting a family or taking care of an elderly parent - amongst many others. Retaining these women when they look to return to the workforce is crucial in a market where skilled professionals are in a shortage. A panel of inRead More
Come join our global team of creative thinkers, problem solvers and game changers. We offer accelerated career progression, a dynamic culture and expert training.