Services A-Z     Pricing

BAME and #BLACKLIVESMATTER

Developing inclusive cultures and fostering diverse workplaces

6 October 2020

Recent events and Black Lives Matter protests have prompted companies to look closely at their own record on ethnic diversity.
 

Having a diverse workplace with a culture of inclusivity is now recognised as being a key factor in business performance and success.  However, achieving it needs some careful consideration by employers.

We consider below some simple steps employers can take to create an inclusive culture in their workplace which, in turn, fosters diversity.

1. Survey your employees and listen to what they say

A major part of fostering a diverse workforce and promoting inclusion is communication.  A good starting point in developing that culture is to establish where you are now and that is best done by asking your employees what they think.

This could be done by way of a simple (ideally anonymous) survey, or by way of informal workshops and discussions.What do employees (at all levels) think about the company’s commitment to diversity?Do they feel there is an inclusive culture in the organisation?If not, why not?What, in their view, could be done to improve this?

The results may be uncomfortable, but it will highlight issues and allow you to form a plan of action to tackle them.

 

2. Lead from the top

If leaders role-model the behaviours of valuing inclusion, demonstrating curiosity and a desire to learn about and understand other cultures, those qualities inevitably filter down to middle management and throughout the organisation.

Examples of behaviours managers can adopt include:

  • clear and consistent articulation of a genuine commitment to diversity and inclusion;
  • being humble - acknowledging that they may not have all the answers – and inviting feedback and ideas from employees generally on what more can be done to develop an inclusive culture and diversity in the organisation;
  • sharing articles, commentary and research on diversity and inclusion and the positive impacts this has on business; and
  • talking about matters of race, culture and identity openly – including sharing employees’ own experiences.

 

3. Celebrate and encourage diversity

Celebrate the diversity of your workplace and the cultures represented within it.  This could be as simple as facilitating and encouraging your employees to share information about their culture and traditions. 

For example, if there is a particular cultural festival coming up – such as Chinese New Year – encourage people of that heritage (managers in particular) to talk about what that festival means, its significance, how it is celebrated, etc. This could be in the form of a short lunchtime talk, complimented by information being posted on notice boards, or emails to staff with key information and links to websites providing more information on the topic.

Even something as simple as the CEO sending a message to everyone pointing out a particular festival/significant date and conveying best wishes to staff of that heritage (maybe even in the relevant language – Google Translate is all it takes!) can be very effective in making people feel that they (and their heritage/authentic self) are valued and accepted.

 

4. Appreciate that diversity and inclusion is an ongoing process

Diversity and inclusion are not simple buzz words, nor is this a concept that can be achieved through a one-off training event (though training is, of course, essential).It is not a simple tick-box exercise, but rather something that is an ongoing process which requires continual commitment and attention to ensure progress is being made. Appreciate this and keep communicating with your employees at regular intervals to gauge how inclusive the culture within your workforce actually is and keep under review whether any other initiatives should be pursued.

Monitor diversity through audits and, if the results reveal a lack of diversity, formulate a plan to deal with this.

 

5. Consider signing the Race at Work Charter

Consider signing the Business in the Community’s Race at Work Charter as a way of demonstrating your organisation’s commitment to workplace racial equality. Over 400 companies from a range of sectors and of varying sizes are currently signatories.

Those signing the charter commit to its five points, which include appointing an executive sponsor for race and making it clear that supporting equality in the workplace is the responsibility of all leaders and managers.

Signing the charter would send a clear message of your commitment to racial equality, not only to your workforce but also to the outside world.

 

Developing an inclusive culture and fostering a diverse workplace is not something that can happen overnight.  As we have seen, it is a process and one which requires effort and commitment, particularly from those in positions of leadership.  However, it is critical to having an engaged and committed workforce who feel valued and is well worth the investment of time and effort.  Let us hope that, this time, these matters remain high on the agenda and result in more inclusive and diverse workplace cultures.

OUR BLACK LIVES MATTER/BAME BLOG SERIES

As a firm, we have had many discussions about Black Lives Matter and how we can make a difference to the movement. We wanted to do more than just put out a statement of support, we wanted to take substantive action to address the inequalities faced by Black people and other ethnic minorities. Over the coming weeks, we will be publishing a series of blogs from our varying practice areas highlighting what we are doing, how you can make a difference and shining a light on the issues.

Our Diversity and Inclusion group is working hard with Human Resources and the Management Team to effect change through methods such as training and reviewing recruitment practices.  We have implemented a lot of change but we recognise we have more to do and we are always looking to make improvements as a firm.  We all have respective roles to play in advocating for issues of inequality and we hope our blogs give you some inspiration as to how you can make a change.

 

 

FURTHER INFORMATION

If you would like any further information or advice about the issues explored in this blog, please contact Corinne Aldridge or another member of our employment team.

 

 

ABOUT THE AUTHORS

Corinne is an immensely experienced and highly respected employment lawyer. She advises both employers and senior executives in relation to the full spectrum of employment-related issues. She particularly enjoys dealing with equal opportunities-related issues in the workplace and acting in relation to (often hard-fought) whistleblowing claims.

Özlem is very experienced in giving training talks on topical employment law issues and, as a member of the Employment Lawyers' Association (ELA), has participated in preparing ELA’s response to Government consultations on various issues.

 

Latest blogs & news

Preparing for changes to non-disclosure agreements from 1 October 2025

In June the Ministry of Justice announced new legislation under the Victims and Prisoners Act 2024 which affects NDAs and confidentiality clauses.* Related guidance, published at the beginning of June, sets out the impact of this legislation on the enforceability of such agreements.

Making Space for Homeless Queers: An Interview with The Outside Project

This Pride Month, Kingsley Napley’s LGBTQ+ & Allies Network spoke with Carla Ecola (they/them), Co-Founder and Managing Director of The Outside Project. The Outside Project was first established in 2017 to support those within the LGBTIQ+ community who are homeless, “hidden” homeless, or feel endangered or unable to access key services, such as housing.

Managing digital nomads: What UK employers need to know

Digital nomadism - working remotely from outside the UK - is on the rise. Some estimates suggest 165,000 British citizens are living and working abroad as digital nomads for on average seven months of the year. But allowing staff to work overseas, even temporarily, can trigger a complex mix of immigration, tax, and employment law issues. 

The Employment Rights Bill Tracker

The UK’s Employment Rights Bill, described as “the biggest upgrade to workers’ rights in a generation,” was unveiled in October 2024. In December, we provided an overview of its key provisions and their implications for both employers and employees.

Trans+ History Week

Last week marked the second annual Trans+ History Week, founded by QueerAF in 2024. 

The New Right to Neonatal Care Leave and Pay – What Employers Need to Know

From 6 April 2025, the Neonatal Care (Leave and Pay) Act 2023 introduces statutory rights for employees whose babies require neonatal care. With around 1 in 7 babies admitted to neonatal care after birth, the government estimates these rights will support 60,000 parents annually

Making redundancy consultation count: a look at the principles behind the Court of Appeal decision in De Bank Haycocks v ADP RPO UK Ltd

In a judgment in October 2024 in the case of De Bank Haycocks v ADP RPO UK Ltd [2024] EWCA Civ 1291, the Court of Appeal confirmed that general workforce consultations over redundancies of less than 20 employees in non-unionised workforces are not compulsory and that the fairness of a redundancy process must be assessed on a case-by-case basis.

Trans Day of Visibility – 31 March 2025

Trans Day of Visibility (sometimes referred to as ‘TDOV’) is an annual celebration of trans, non-binary and gender non-conforming people, marked every year on 31 March 2025.

What does a recent Court of Appeal ruling on the case of a sacked Christian school worker mean for businesses?

The Court of Appeal’s recent decision in the case of Higgs v Farmor’s School is a significant development in the law relating to religion and belief discrimination and managing conflicting views in the workplace.

Working with your Muslim Colleagues and Clients during Ramadan

Kingsley Napley wishes our Muslim Community Ramadan Kareem.

Grief Awareness Week: Learning to Live with Loss

For this year’s Grief Awareness Week, the theme is ‘Shine a light’ on those resources that might assist those who are experiencing grief. 

Supporting staff when they need it most

Swiss-American psychiatrist, theorist of the five stages of grief, and pioneer of palliative care, Dr Elisabeth Kübler-Ross, once explained that you never “get over” losing a loved one; it forever forms a part of you. It is profoundly and irrevocably changing, and is as personal to you as your fingerprint.

Employment Rights Bill: how it could transform the UK

The UK’s new Employment Rights Bill, labelled as “the biggest upgrade to workers’ rights in a generation”, was unveiled in October 2024. The Bill represents a transformative shift in labour legislation, aimed at modernising employment practices and offering enhanced protections for employees. 

SRA Guidance – internal investigations and guidance for in-house advisers

On 18 November 2024, the SRA published its updated and now finalised guidance on internal investigations.

Protected Conversations under section 111A of the Employment Rights Act

The recent EAT Judgment in Gallagher v McKinnon’s Auto and Tyres Limited is a useful decision for employers, having upheld the employer’s position regarding the inadmissibility of evidence relating to what was said in some pre-termination negotiations.

Named respondents liable even if employer is also found to be liable

Miss C Baldwin (CB) was employed by Cleves School (the school) as a newly qualified
teacher (NQT) from September 2014 until CB’s resignation on March 18, 2015. Ms Miller
was designated CB’s mentor. Mr Hodges was the headteacher of the school.
Because of ill health, at the time of accepting the role CB had not completed her
postgraduate certificate in education (PGCE). CB had a number of absences during her
first term at the school.

Preventing sexual harassment in the workplace – how to prepare for the party season

I appreciate that the festive season is still a way off but, for some employers, the time is nigh for planning the staff Christmas party—booking the venue, sorting the entertainment, and mentally bracing for Chris Rae on repeat. For most, the next couple of months will be a time of merriment—of taking stock, being thankful for what you have, and planning for the year ahead. Unfortunately, for employment lawyers, we are likely to see an uplift in our workload as December approaches and Christmas party merriment crosses the line into misconduct. I don’t mean to be a killjoy, but it happens every year. Without fail.

Extra time

Waqar Shah and Andy Norris analyse the latest decision of the Supreme Court in the case of Professional Game Match Officials Ltd, which has been referred back to the First-tier Tribunal.

Modern families and their rights at work – how we can help

For many of us, balancing the responsibilities we have at home and at work can be demanding. For modern families this balancing act can create very real challenges, which are different for each member of a family as they navigate their way through parenthood.

What Can Employers and Workers Expect From the Labour Government?

Our employment law experts Nikola Southern and Kirsty Churm take a look at what we know so far about the Government's main EMployment law proposals and what they might mean for employers and workers

R.E.A.C.H. & Allies bulletin board

R.E.A.C.H. & Allies bulletin board

What is Hair Discrimination ? – Kingsley Napley joins the Halo Code

In this REACH podcast hosted by Shannett Thompson Partner in Regulatory, Shannett discusses joining the Halo code, the topic of hair discrimination and what hair discrimination means to them with Kingsley Napley employees from across the firm

Listen to the podcast

Shannett Thompson and Donna Cummings delve into issues around BAME recruitment

In this episode, Shannett Thompson and Donna Cummings delve into issues around BAME recruitment.

Listen to the podcast

Positive representation in the tech industry with Ash Cooper

In this podcast episode of KN BAME Talks for Black History Month 2020, Ash Cooper, IT Director at Kingsley Napley, talks about positive representation and his career in the tech industry.

Listen to the podcast

Shannett Thompson speaks at Urban Lawyers Careers Conf​erence November 2019​

Urban Lawyers works to makes the law more accessible as a career to marginalised groups and improve social mobility and diversity in the legal profession.​

View Urban Lawyers CC 2019 site

Intersecti​onality P​​er-spective - Celebrating Black History Month

Kingsley Napley's BAME and LGBTQ & Allies networks hosted a series of talks at London's Arboretum on 16 October 2019. The focus of the event was to open up the conversation about intersectionality, whilst shining a light on the progress of Black History Month in Britain. The speakers were Charles Irvine, Anthony Francis, Debo Nwauzu and Dr S Chelvan.

INTERNATIONAL WOMEN'S DAY 2020: BAME heroines who exemplify #EachforEqual

Drawing from the strength of shared experiences, women around the world have been uniting in common struggles such as sexual and domestic violence, pay inequality, reproductive autonomy and climate change. While great leaps forward have been made and women-led movements have been gaining unprecedented attention and support , minority ethnic women are often left behind as these struggles are compounded with the intersection of their race/ethnicity and gender.

View blog post

BAME webinar: Challenges faced at work

Recorded Monday 3 December 2018.

View webinar

Holocaust Memorial Day 2020: “Stand Together”

Holocaust Memorial Day, on 27 January 2020, will mark 75 years since the liberation of Auschwitz, where more than a million people perished in gas chambers, most of them Jews. The day is internationally marked in remembrance of the victims of the Holocaust and other appalling acts of genocide, including later atrocities in Cambodia, Rwanda, Bosnia and Darfur, and to recognise that the lessons of the Holocaust are still relevant, especially at a time when racism and extremism is on the rise across Europe.

View blog post

BAME book club: The Good Immigrant

Our most recent book is by Nikesh Shukla.

Kingsley Napley Diversity and Inclusion Statistics 2019

Download report

Improving diversity at the top

The Financial Conduct Authority (FCA) recently launched a consultation on proposed amendments to its Listing Rules aimed at improving diversity and inclusion on company boards and executive committees. In particular, they are seeking feedback on proposals to require listed companies to publicly disclose annually whether they meet specific board diversity targets, including in relation to ethnicity, and to publish the composition of their boards and most senior level of executive management. To understand why such proposals are necessary, it is important to consider the current state of ethnic minority representation in UK leadership, why diversity at senior levels is so vitally important and what steps can employers take to improve diversity.

View blog post

New year, same ethnicity pay gap concerns – still no mandatory reporting

After five years of consultation, last year the government confirmed there are no plans to make ethnicity pay gap reporting mandatory for employers. The ethnicity pay gap being the difference between the average earnings of white employees and those of other ethnic groups.

View blog post

Share insightLinkedIn X Facebook Email to a friend Print

Email this page to a friend

We welcome views and opinions about the issues raised in this blog. Should you require specific advice in relation to personal circumstances, please use the form on the contact page.

Leave a comment

You may also be interested in:

Skip to content Home About Us Insights Services Contact Accessibility