Recent CIPD Report on Black, Asian, Ethnic Minority employees in the Workplace - or HR where are you?

“ As a former Non-Executive Director of the CIPD, I find this report on the state of Black, Asian, Ethnic Minority (BAME) staff in the workplace to be one of its most important. Indeed, it may be one of the most significant reports to have been written on BAME representation and progression in the last year. That is because this report is the first aimed directly at those who pull the levers of change in inclusion and organizational culture – the human resources profession.

In most organisations, the dominant leadership culture is white, straight (assumed), able bodied and male. Most organizations have explicitly addressed underrepresentation in perhaps two or three of those attributes. However, the one that is generally missing is the issue of race. Not only is it missing in discussions in the ‘C-suite’ but more importantly and disappointingly, it is missing amongst senior HR leadership (outside of the public sector).

Therein lies the significance of the CIPD research. It is a siren call to action for the HR profession. We know ‘race’ is a difficult conversation in society and in the upper levels of organisation. This report provides HR professionals with a narrative that allows them to start the conversation within their organisations about how to create opportunities and eliminate barriers for BAME staff.

As the CIPD research demonstrates, the issues are very nuanced and there is no ‘silver bullet’ solution. In addition, few solutions are transferable. In my work on BAME progression and retention, I have found that the solutions are highly contextual i.e., specific to the culture of each organasation. And, yes it will be hard work.

In summary, the CIPD research should be viewed as a ‘wake-up call’ to HR professionals and CEOs who may be guilty of benign neglect in regards to HR staff. The CIPD research combined with recent reports such as the Parker Review and the McGregor-Smith review provides a credible defense that any company that refuses to address and tackle the issues of BAME progression, retention and inclusion has done so, not from a lack of a business case, but a lack of will.”

Dr. (h.c.) Frank Douglas, FCIPD

CEO, Caerus Executive