'I got a job after I removed my headscarf' - UK's racial inequality exposed

Green Park's key recommendations for organisations...

Lead change from the top: Diversity isn’t the sole responsibility of HR, in fact, CEO’s handing this to HR to ‘sort out’ is an ineffective strategy. Equality and workforce diversity must become a Board level issue, with the executive publicly and regularly showing support. 

Create your own talent map and pipelines: Recruiters should be tasked with isolating talent pools, internally and externally.  There is a need to create programmes to engage and progress diverse talent and regular reporting is required to ensure representation is proportionally maintained. 

Tackle difficult conversations on race and difference:  Organisations must be open and accountable, making top down public and transparent commitments to change and place people in charge of delivering this, including the Board, executive and supply chain.