It’s race equality week here in the UK, an annual nation-wide movement uniting thousands of businesses, organisations and individuals to seriously address racial inequality in the UK.
It is surprising how many don’t realise that Bristol has been ranked as the 7th worst district in England and Wales for ethnic minority communities to live and thrive. Plus, 60% of the same community live in areas of economic disadvantage (Source).
We love Bristol with all its vibrancy, creativity and opportunity, but something has to seriously change.
Here are 6 ways you as a professional can actively work to address race inequality:
1. HOLD ORGANISATION-WIDE THEMED DISCUSSIONS TO ENABLE COURAGEOUS CONVERSATIONS.
Hear the honest voices and feelings of your colleagues. Is your organisation doing all it can to be inclusive? What does having a diverse workforce really mean? What is your organisation doing to understand communities and cultures who are different from the majority of its workers?
Create a space to allow courageous conversations and ‘get uncomfortable’.
2. MAKE A PUBLIC COMMITMENT TO RACE EQUALITY
Hold fundraisers, support organisations committed to erasing race inequality, provide pro-bono support, hold MP’s and local government members accountable.
3. BROADEN YOUR KNOWLEDGE
Make an individual and conscious effort to read up on why we are still fighting for race equality – the resources are there.
Babbasa have made a padlet of educational resources about anti-racism HERE.
4. SUPPORT DIVERSE YOUNG PEOPLE
Young people are our future. They will become our future leaders. What kind of future do we want for our young people?
Mentor a young person from an under-represented background.
Create a valuable work opportunity.
Provide a learning experience.
Open them up to your network.
Get to know them and their story.
Ask them what you can do to increase their chances of success.
5. ENSURE EVERYONE FEELS VALUED AND INCLUDED
Don’t be afraid to ask how to pronounce someone’s name until you get it right. When you say people’s name right you make them feel accepted, included and that they belong (including their pronouns).
Organisations must be more accountable to their employees and transparent about the challenges they face when it comes to race equality.
6. DON’T JUST SAY IT, SHOW IT.
Can you truly be committed to diversity and inclusion when your board members is not representative of that commitment?
Capture ethnicity data and publicise the progress.
Commit at Board level to zero tolerance of harassment and bullying.
Appoint and employ a team dedicated to diversity and inclusion.
These are just some of the ways you can act.
Race Equality will only be achieved when we all play a part.
If you want to understand Babbasa’s mission and how we are tackling race inequality daily for Bristol’s young people, read our Bridge to Equality report HERE