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Past employment

In 2000 Runnymede initiated a debate on the transnational aspects of racism and xenophobia across Europe to help employers re-energise their policies and practices and explore appropriate models to combat discrimination and embrace diversity in the workplace. Our initial project in employment was made up of new primary research, which continues to be widely used today, the findings of which were published as Moving on Up? Race Equality and the Corporate Agenda: A Study of FTSE 100 Companies.

There were three specific aims for the Moving on Up? research: to

In 2001 we devised a programme of research to carry forward this element of our work. Over the summer months of 2001 additional surveys among FTSE 100 companies were carried out to see where they had got to since the publication of the initial report in 2000. This new research, reported in the September 2001 issue of the Bulletin, and published as an extended briefing paper in April 2002, entitled Widening the Talent Pool - Race Equality in FTSE 100 Companies, highlighted for us the depth of the need for innovative and creative strategies to progress race equality in the corporate climate.

The third phase of our work on employment issues commenced in summer 2002 and continues in 2003, in which Runnymede undertakes new primary research to deepen our understanding of what makes for successful diversity strategies. In this phase we focus on Middle Managers and the key roles they play in ensuring that equal opportunity and diversity policies are implemented successfully within a company or organisation. Specifically, this phase of the research is designed to:

This phase too will be supported by briefing papers aimed at the private sector to encourage and help them on their way, the first of which is was published in March 2003, Divided by the Same Language?: Equal Opportunities and Diversity Translated.