1.

A commitment to embedding a Diversity, Inclusion and Respect Strategy within your business

This is needed to create an inclusive working environment that celebrates all backgrounds and heritage…so that we understand social discussions around existing inequality.

This will be demonstrated by:

• Capturing, reviewing and publishing intersectional data across ethnic origin and gender across all levels
  
• • We must know our current state and understand what our gaps are
  • Programme One will collectively publish the data of all Programme One members on our website so that we can track the progress annually to demonstrate change

• Providing comprehensive equality, diversity and inclusion training for all employees so that we understand the Equality Act (2010) including the 9 protected characteristics and broader diversity subjects
  
  • Identifying and tackling our own unconscious bias through participation in tools such as the Harvard University Project Implicit test and take action to work against our biases
  • Creating an inclusive environment where we understand the steps taken to be consciously inclusive 
  • Understanding Black contribution to culture and history
  • Demonstrate an understanding and awareness of issues around race such as the Race Code and the D&I Charter

2.

A commitment to removing any barriers to hiring Black recruiters…so that your organisation matches the black representation in your local community

For many organisations this will be a journey over time, a journey that is started by joining Programme One.

Using the Office of National Statistics estimates by ethnic group as a guide we can understand the representation of Black and/or Black British African/Caribbean heritage in your location.

One example…in London that representation is 13% (15% for inner London), in Birmingham it is 8% and in Manchester it is 10% for example.

There percentages above are of the overall population and not the working population and these may differ.

We may choose to use other regional statistics as evidence where appropriate. 

3.

For every Black recruit hired there is a commitment that they have access to a mentor

Each Black recruiter joining Programme One will have the option of an experienced recruitment mentor either through The Aleto Foundation.

The purpose is to create an environment of support for the person entering the recruitment industry.

With clearly defined mentoring objectives with an on-going relationship with a mentor for at least a year…where advice and support for career development is provided.

Mentors will learn what it takes to be a mentor, how to talk about race openly, what questions to ask, how to influence, how to guide careers and act as a central point of contact.

Reverse Mentoring…and along this journey the two-way relationship formed between individuals from different cultural backgrounds, generations and networks provides a platform for reverse mentoring where experience, skills and knowledge are traded for mutual benefit.

4.

A commitment to widening your talent attraction methods and techniques

Programme One will also help form a communication and attraction strategy to attract Black Recruiters…

…through knowledge of Sixth Form Colleges, African Caribbean societies, University Alumni’s, social media communities on Twitter and LinkedIn and Charities and specialist non-profits such as the Amos Bursary.