PARTNER FOR PROGRESS
Working with over 120 organisations to progress the ethnicity agenda.
Organisations that partner with the Ethnicity Awards are also working with Investing in Ethnicity and using the Matrix to help drive change within their workplace, through their supply chain and for their customers. Find out more about our member partners here.
The Ethnicity Awards is an inclusive organisation. The Awards seeks partnerships with those whose core values, mission or corporate responsibility work reflect the values and mission of the Awards.
We believe that any concerns raised are an opportunity for organisations or individuals to listen and understand, and where necessary learn and progress. We see feedback as an opportunity to work with organisations to help support their journey and progress on the ethnicity and inclusion agenda.
We take all concerns very seriously and ensure that we have actively looked into any issues raised. If you do have any concerns, we welcome your feedback. In the first instance, please contact email@example.com
We want to be an energy company with purpose; one that is trusted by society, valued by shareholders and motivating for everyone who works at bp. Our purpose is reimagining energy for people and our planet. We want to help the world reach net zero and improve people’s lives.
We are prioritising diversity, equity and inclusion in our transition – we want our workforce and customers to experience greater equity –while also helping our partners in the bp ‘ecosystem’ do the same. We’ll aim to do this by improving workforce diversity and workplace inclusion, making customer experiences more inclusive and increasing our annual expenditure with diverse suppliers
We believe that promoting equity and inclusion goes beyond respect for human rights, worker rights and non-discrimination. It involves finding ways to achieve a more diverse and inclusive bp while also helping to address structural disadvantages and inequality in economic opportunity and participation.
Our diversity, equity and inclusion ambition is for bp to reflect the world around us by attracting the best and brightest talent the world has to offer.
You can find out more about bp’s purpose at https://www.bp.com/en/global/corporate/careers/life-at-bp/diversity-equity-and-inclusion.html#accordion_WIN and our approach to DE&I in our latest Diversity Equity and inclusion report at https://www.bp.com/content/dam/bp/business-sites/en/global/corporate/pdfs/sustainability/group-reports/bp-diversity-equity-and-inclusion-report-2021.pdf
Born from innovation, Burberry is a global luxury brand with a rich British heritage.
Founded in 1856, our brand is underpinned by our founder’s passion for the outdoors. Thomas Burberry invented the innovative rain-ready fabric gabardine to protect explorers from the elements. In doing so, he created the foundation for the iconic Burberry trench coat, which remains core to the business even today.
Guided by our history of exploration and our shared belief that ‘creativity opens spaces’, our purpose is to unlock the power of imagination to push boundaries and open new possibilities for our people, our customers and our communities.
As a values-driven brand, we are committed to creating the next generation of sustainable luxury and believe that diversity, equity and inclusion are essential to fulfilling our purpose. Fostering an inclusive culture where differences are valued and embraced enables us to be more creative, engaged and make a more meaningful contribution to the world around us.
To discover more about our brand values, visit Burberryplc.com
Established in 1836, Legal & General is one of the UK’s leading financial services groups and a major global investor, with international businesses in the US, Europe, Middle East and Asia. With over £1.24 trillion in total assets under management, we are the UK’s largest investment manager for corporate pension schemes and a UK market leader in pension risk transfer, life insurance, workplace pensions and retirement income.
Link: Home : Legal & General
Lloyds Banking Group is committed to ensuring that our workforce reflects the diversity of our customer base and we were proud to be the first FTSE 100
company in 2018 to set a public goal to increase Black, Asian and Minority Ethnic representation at senior levels as part of our Helping Britain Prosper Plan. Our ethnicity strategy is led from the top and supported by comprehensive plans to ensure we make sustainable progress, including targeted career development interventions, a robust focus on increasing visibility of role models and a range of activities to build cultural awareness understanding and advocacy across our workforce.
In 2020 we launched our Race Action Plan to drive cultural change, recruitment and progression across the Group and, more widely to support Black communities. This includes:
- Setting a new public goal to increase Black representation in senior roles to at least 3% by 2025.
- Creating an advisory board of Black, Asian and Minority Ethnic colleagues to influence and inform our plans.
- Working with external experts to develop a race education programme for all colleagues.
- Undertaking regular listening sessions to gauge our colleague experiences.
- Ensuring recruitment shortlists at executive leader grades are ethnically diverse
- Nurturing our talented Black colleagues through specific development and sponsorship programmes to help break the ceiling for senior roles.
- Establishing the Black Business Advisory Committee and working in partnership with Foundervine and Black Business Network.
Macquarie Group (Macquarie) is a diversified financial services group providing specialist, global expertise in areas such as infrastructure, energy and commodities. Founded in Sydney Australia in 1969, the group now operates in 32 markets globally.
Macquarie has been an active investor in the UK for over 30 years, employing around 2,000 directly with a further 16,000 employed through the businesses we manage. We focus on innovation, careful risk management and delivering sustained long-term value for our clients, partners, investors, staff and the broader communities in which we operate.
We recognise that equity, success and personal empowerment must be available to all our people as a right, not a privilege, and we must continue our efforts both outside and within the workplace to build a future that secures these rights for everyone.
You can discover more about Macquarie at https://www.macquarie.com/
National Grid is one of the largest listed utilities in the world, with operations in the UK and the US, and 23,069 employees worldwide. It lies at the heart of the transforming energy system, playing a vital role in connecting millions of people safely, reliably and efficiently to the energy they use.
The power of our business lies in our people. Their expertise and dedication enables us to deliver to our customers. We are dedicated to supporting their ongoing development, wellbeing and to encouraging inclusion and diversity in the workplace, because we believe that everyone should be able to bring their whole self to work to allow them to achieve their full potential.
Paramount is home to the world’s most iconic entertainment brands, including Paramount+ Nickelodeon, MTV, Comedy Central, BET and Channel 5.
Paramount’s focus on diversity, equity and inclusion is a movement, not a moment – we tackle racial representation head-on to drive business-wide change and make Paramount an inclusive destination for B.A.M.E talent.
For example, our ‘no diversity, no commission’ policy informs our dealings with industry partners and on-screen talent, while in-house initiatives like the ‘Promotion Opportunity Project’ and the ‘B.A.M.E Talent Sponsorship Programme’ create development opportunities for production staff and internal employees alike.
Our DE&I work is tenacious, purposeful and interconnected. Transparency and accountability remain at the heart of our strategy to embed DE&I into every aspect of Paramount’s operations.
Within our company, we continue to create policies and employee-led programs such as our Employee Resource Groups (ERGs), which cultivate cross-cultural relationships and foster a culture where employees feel empowered and thrive together.
While we’re proud of our work so far, we recognize there’s more to do. We are committed to always working toward a workplace and a world where inclusion is second nature and equity is part of our DNA.
We are the UK’s largest gas distribution network, bringing gas to 11 million homes and businesses. We don’t own the gas inside our pipes, we manage a network of more than 82,000 miles of pipes which transports it. We play a critical role in providing an essential public service to keep people safe, warm, and connected, while supporting the most vulnerable in our communities through our positive social impact programmes and Cadent Foundation charity partnerships
Equity, diversity and inclusion is a priority for us, and it’s fundamental that our culture allows our colleagues to thrive, feel empowered, respected and included.
We’re proud of the inspirational commitment and actions that our colleagues and leaders have shaped over the last year. We know there is more to do, and we have ambitious plans for the future. We’re excited about our journey to transform our safe and inclusive culture; where everyone can belong and be empowered to make a real difference.
Recent initiatives to improve racial diversity and the experiences of our ethnic minority colleagues include:
- Focusing on being an anti-racist organisation,
- Reviewing talent measures and succession planning through a diversity lens to ensure fairness and challenge bias,
- Improving guidance to hiring managers on fair and inclusive recruitment,
- Publishing our ethnicity pay gap report,
- Conducting a survey to understand the reality for ethnic minority colleagues,
- Running focus groups with ethnic minority colleagues to hear their experiences and concerns, to enable us to take the correct positive action.
Our well-established employee communities have continued to grow their impact across the business and create an important space for colleagues of all backgrounds to develop, both professionally and personally. Our Embrace community leads on ethnicity and religion and is a welcomed critical friend, as is our dedicated Anti-Racism Working Group. We’re proud of the passion and dedication across our groups, who have all led the way in making Cadent a great place to work.
BIO COMING SOON
BT is one of the world’s leading communications services companies. We serve the needs of customers in the UK and in 180 countries worldwide. We have a bold Diversity and Inclusion strategy that aims to ensure our business reflects the communities and societies in which we operate. BT’s Ethnic Diversity Network is one of our ten People Networks, supported by Executive Sponsor Marc Allera, BT Consumer CEO & Chaired by Bernadette Kisaalu, Principal Lawyer at BT.
The Network is dedicated to empower and amplify the voices of BT’s racially diverse communities, and is a strategic partner to the business. The Network influenced BT’s ExCo to develop BT’s Ethnicity Rapid Action Plan (ERAP) that aims to boost ethnic diversity at BT through four rapid action commitments: Accelerating diversity within, Educating and empowering our people, Leading by example and Building transparency.
We recognise the importance of supporting diverse talent especially at entry level so for the past five years we’ve supported an annual leadership programme delivered by the Aleto Foundation – a social mobility charity that provides employability training for young talent from predominantly Black, African and ethnic minority backgrounds. This year we collaborated with Aleto to successfully deliver a virtual leadership programme to support approximately 100 delegates.
BT Website Link: Home | BT Plc
Computacenter is a leading independent technology and services provider, trusted by large corporate and public sector organisations. We are a responsible business that believes in winning together for our people and our planet.
We help our customers to Source, Transform and Manage their technology infrastructure to deliver digital transformation, enabling people and their business.
Good talent knows no boundaries, and neither do we. At Computacenter, we know the benefits of a diverse workforce and we celebrate our differences. A diverse workforce with different experiences and perspectives is key to our success. Through harnessing the power and experiences of our diversity we can better understand our customers and drive innovation, giving us a strong competitive advantage and helping us to provide the best service to our customers.
Amazon is guided by four principles: customer obsession rather than competitor focus, passion for invention, commitment to operational excellence, and long-term thinking. Amazon strives to be Earth’s most customer-centric company, Earth’s best employer, and Earth’s safest place to work. We are a company of builders who bring varying backgrounds, ideas, and points of view to inventing on behalf of our customers.
Our diverse perspectives come from many sources including gender, race, age, national origin, sexual orientation, culture, education, and professional and life experience. We are committed to diversity and inclusion and always look for ways to scale our impact as we grow.