We would then move the session on to focus on action planning, using our 2018 Race Equality Action Plan, aka the MoJ’s RAP. The RAP is now part of business as usual, not an add-on, and we actively helped parts of the business to work through it. Having made it onto the BITC’s Best Race Employers List in successive years, the MoJ has also signed up to the BITC’s Race at Work Charter, and Project Race ensured that the MoJ were signed up as Champion Level members. This external scrutiny has helped with the future-proofing of our commitment to Race Equality, a critical game-changing principal in our approach. Our Race Ambassadors’ Network, which is a multi-ethnic cohort of individuals. We’ve launched two cohorts to date. Our first cohort was 30 people, our second cohort 25 people; both recruited through expressions of interest and line management endorsement. The Race Ambassadors offer up to two-days-per-month, and their main job is to broker opportunities for Project Race to support the business – they’re our intelligence on the ground. I think winning the Investing in Ethnicity’s workplace hero award. Proudest because it is an award that goes to someone that has supported others. I’ve got a fantastic team and an incredible cohort of Race Ambassadors. I know them all personally, we’ve been on development days, and we talk to each other all the time, including through our WhatsApp Group. The communication is 24/7. Quaye S. J., Harper S. R. Faculty accountability for culturally inclusive pedagogy and curricula. Liber. Educ. 93, (2007). Cox: It's a stark difference [between the north and south of England]. Once you kind of get past doing the Yorkshire Championships, and the Northern Championships, and you go to the British Champs it's like, 'oh wow, diversity!'

Business in the Community (BITC) is committed to empowering employers to tap into this economic potential by accelerating change for ethnically diverse employees. We work with our network of private and public sector partners to offer tailored practical advice and share new insights to drive long-term change. We are also calling on the government to mandate ethnicity pay gap reporting. Fraser: I think we also need to recognise that when these athletes go to certain countries, and they have these awful experiences, we can't change how that culture is there. We can't do that. But what we can do as a national governing body is create that support network for them. So the fact that they can offload, park it and then get on with their performance, I think that is absolutely key. the number of senior leaders as executive sponsors at the top table promoting equality, equity, fairness and inclusion has increased from 32% in 2015 and 33% in 2018 to 44% in 2021Service Diversity and Inclusion Strategy published in October 2017. Why? Because it focuses on three themes: representation, It’s supposed to be to help us understand some perspectives in the world today ... It’s not endorsed or followed by the Salvation Army here in Wisconsin, and it’s not endorsed and used in this particular unit – it’s not something we use or follow," Maj. David Minks, commanding officer at the Fox Cities Salvation Army, told WLUK-TV in Green Bay, Wis. Educate yourself. Be intentional. Avoid causing harm and hurt unintentionally. You are responsible whether you intended it or not. Own your ignorance. Own your learning journey and do better to be anti-racist, inclusive and equitable – every.single.day. So: Cox: It's really funny that you say that because I turn 30 next week and I'm worried that they're going to commentate on the fact that I'm 30 at the Games.

Speak out against racism and develop the skills to intervene when you witness it. Learn how to be a race ally and build your bystander intervention skills.So, I can talk about my role as a volunteer trustee with Relate and my role with the communications team at www.reachsociety.com, which is a community interest company. They enable and empower me in an interview to demonstrate that I do have the skills or at least the potential. What the system has done is train interviewers to take account of strength-based responses and to take account of experiences and exposure to experiences outside of the workplace. Understanding who you are, your own values and morals, and goals and aspirations will help you to better formulate the next steps in building racial equality. "It was realizing and owning my story," Yodit says, "that allowed me the space to be honest with myself and others. Stories are powerful tools to cultivate dialogue and bring us to a place of harmony. They don't negate our understanding of race. They simply reveal where we are. Then it is up to us to stay stagnant or progress.” What has brought you to this point? How do you want to use your past experiences to shape your future? How can you be a part of the change that you hope to see in the world? These are all questions that will help you to take meaningful steps towards a more just future. Moving Forward Kachani S., Ross C. I., Amanda. 5 principles as pathways to inclusive teaching. Inside HigherED, (2020). FitzGerald, C. et al. Interventions designed to reduce implicit prejudices and implicit stereotypes in real world contexts: a systematic review. BMC Psychol. 7(1), 29–29 (2019). Carello, J. & Butler, L. D. Practicing what we teach: trauma-informed educational practice. J. Teach. Soc. Work 35, 262–278 (2015).

Business in the Community (BITC) is committed to empowering employers to tap into this economic potential by accelerating change for ethnically diverse employees. We work with our network of private and public sector partners to offer tailored practical advice and share new insights to drive long-term change. We are also calling on the government to mandate ethnicity pay gap reporting. Key facts

COURSE OVERVIEW

Interview with the author, academic Robin DiAngelo: "We have to stop thinking about racism as someone who says the N-word."