First of all, it’s not just another code! This Code, and its Accountability Framework, is designed to provide organisations across all sectors and sizes, with the opportunity to address a very specific challenge.
How to deal with race inequality in the boardroom and senior leadership team.
It is not only a combination of current best practice and thinking around addressing the challenges organisations face in this area, but its unique Drivers provide the refreshing, sometimes radical and uncomfortable solution needed to create lasting and transformational change.
The Code adopts an ‘apply and explain’ approach, meaning organisations are able to describe how, based on their specific circumstances they will achieve the Code's standards. Adopters are required to carry out a self-assessment against the Code requirements, explaining in a robust, transparent and comprehensive manner the outcomes of their practice. Where a requirement has not been achieved, reasons for non-achievement should be given, supported by intended actions to satisfy the requirements.
In essence, this single Code uniquely provides one set of standards, applicable to every organisation irrespective of size or sector, which has been endorsed, robustly reviewed and is ready for immediate adoption and application
Organisations will use the RACE Equality Code to create transformational, sustainable and lasting change, to achieve a competitive and truly diverse board and organisational senior leadership team.
The Code will be established internationally across all sectors as a marker of best practice.
We will provide a principle-based framework and practical guidelines for organisations of all sizes and from all sectors to follow, providing concrete actions which when applied, will lead to outcomes which effect real change in the area of race equality.
This is where you download the code and review the 4 main principles: Reporting, Action, Composition and Education
Arrange an appointment with our RACE Code Consultants
There are 2 simple options for moving forward with the RACE Code:
West MidlandsCombined Authority
Birmingham City Council
Greater Birmingham Chamber of Commerce
A clear commitment to be transparent to all stakeholders through the disclosure of required, concise and current information on the progress and impact of RACE initiatives across the organisation. Openness and transparency will be actively pursued and valued in order to create the right environment for change.
A list of the measurable actions and outcomes that contribute to and enable a shift in the organisation’s approach to be delivering positive and sustainable change in race equity and equality. Without a set of targets and detailed plans for their achievement, real change will not happen, and organisations will not be accountable.
A set of key indicators that create tangible differences in race diversity across all levels of the organisation. The narrative around what is acceptable will need to change through dialogue and data, and this will lead to challenging conversations leading to necessary decisions which the organisation is committed to making.
A robust organisational framework that develops the ethical, moral, social and business reasoning for race diversity at all levels of the organisation. This will be underpinned by inclusive and embedded programmes of continuous professional development (using the Principles) through which perspectives and prejudices will need to be challenged, and systemic and institutional practices acknowledged.
Representation of diverse talent is an essential element of inclusion; we must include race as it is time to address the inequalities Black people face, although not at the exclusion of other races.
The core leadership team must be at the centre of equality, diversity and inclusion, to have the desired impact and ensure that there is accountability for addressing race inequity.
Organisations need to be clear about their own data in respect to ethnic and Black representation and create meaningful solutions, demonstrating what actions they will be accountable for, in addition to the bold statements that some are making.
Black leaders are not a novelty; increasing the proportion of Black representation is not tokenism as fairness and transparency, underpin a zero-tolerance policy towards racism.
Introducing policy around race inequality is more than just a moral imperative of doing what is right. It is about working towards creation of a level playing field where, in the context of merit, Black people are not only fairly recruited, but are able to thrive.
It’s time for change, this is the tipping point and Race needs to be talked about and addressed in the fight for equity, equality and justice.
Each organisation has a part to play in society and it starts with fostering an inclusive and belonging culture in the workplace, and then engaging with the wider community appropriately.
CODE STEERING GROUP
The Code and its detailed requirements are currently being reviewed by a panel of experts consisting of campaigners, academics, practitioners and representatives of other organisations that have published charters and guidelines on race equality.
The Steering Group will consider the first draft of the Code developed by Dr Karl George MBE and after making recommendations and revisions, circulate the draft code together with a list of enquiry lines that will help to produce the first version of the Code at an official launch in October 2020.
CODE STEERING GROUP
ICSA WEST MIDLANDS BRANCH TECHNICAL COMMITTEE
Members of the West Midlands Branch of the Governance Institute have carried out research, drafting and revisions to produce the first draft of the Code.
OTHER FORUM MEMBERS
There are 4 other lines of consultation for the code: