End Racism This Generation
Working with others
These scale of the change that these interventions are seeking to deliver require working with a large number of others as partners, collaborators and co-producers
Here are two examples of the ways in which this campaign will works with others to create change
Kettering Race and Equalities Council
A small REC - 3 members of staff, limited funding, effective in delivering local change
South Railways
A large rail company. Low numbers of ethnic minority staff among its younger cohorts and none at the most senior management levels.
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Gather |
KREC - Join campaign partner group and encourage their mailing list members to sign up. They host a launch meeting for 'End Racism This Generation in Kettering', and encourage the local police, NHS Trust, schools and local authority to pledge actions South - Make a pledge on the online platform to draw attention to their commitment to be an equal opportunities employer, they set targets to increase the ethnic diversity of their new recruits |
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Inspire |
KREC - Management Board watch film as part of their annual awayday to help them set priorities for action South - Case study of BT's recruitment efforts is read by equality and diversity lead |
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Inform |
KREC - Executive use data linked from news platform to benchmark progress in Kettering South - Use data linked from news platform to set targets for ethnic diversity in recruitment |
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Connect |
KREC - Join dedicated online group of RECs to share and receive information from peer groups. They establish a twice yearly meeting of RECs hosted at Runnymede South - They join a group of employers interested in diversity in recruitment and take part in two online seminars to learn more about what has worked for other organisations |
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Ideas |
KREC - Watch film about community organising and take part in an online seminar led by Locality on community organising for race equality South - Revamp BME staff network after reading about what makes staff networks effective and asking peer organisations directly about how they have used staff networks to address recruitment challenges |
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Tools |
KREC - Adopt equality scorecard model to engage local authority in debate about action to address racism South - Add End Racism Ths Generation banner to FGW website and encourage their staff to access online training module on unconscious bias uploaded by British Psychological Society |
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Focus |
KREC - Management board priorities include work on stop and search. KREC join action group and ally their local activity to a broader national campaign focused on the use of Section 60, informing the other members about how stop and search is used in Kettering South - Identify Pakistani and Bangladeshi women as a particular group that they are failing to reach through their usual recruitment routes and connect to online group that is focused on employment for these groups |
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Target |
KREC - Engage key local decision-makers with demands of national campaign to reform Section 60 South - Host and co-brand Pop-up think tank in Swindon, holding two dedicated sessions to reach Pakistani and Bangladeshi women in the area. Establish relationships with community organisations and a number of potential recruits |
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Amplify |
KREC - Use model press releases to engage local media in debate about use of stop and search powers South - A case study of FGW's efforts on the online platform draws attention to their commitment and highlights careers at FGW to a broad, ethnically diverse audience |
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Evaluate |
KREC - Equality scorecard model enables ongoing dialogue about progress made and continuing challeges South - Report back after one year about the progress made in ethnic diversity in recruitment made public on FGW's pledge page on online platform |
