Advance is Mott MacDonald’s umbrella employee network which delivers our equality, diversity, and inclusion (EDI) strategy with Advancing Race (AR) the group which drives focus on race and ethnicity. AR is led by co-champions who are supported by a board level sponsor; the group helps deliver our reverse mentoring and cross-organisational mentoring circles for BAME staff. AR has also supported our peer learning forum on race equality in engineering, and this year are hosting an open day for BAME engineers. The group host open dialogue through a dedicated yammer group and deliver insight toolkits from Ramadan to Chinese New Year.
The Army BAME Network is an employee support network with a core purpose to INFORM, SUPPORT and INSPIRE BAME Service Personnel and civilian employees, to achieve their full potential.
The Network has provided a range of support to individuals, units and the highest level of Army decision making – the Executive Committee of the Army Board.
The Network launch attracted over 360 delegates, drawn from all three Services, Government, private and charity sectors.
The Network feels proud of what has been accomplished, the support gained is stirring the Network to reach for the stars to allow Army personnel to benefit from the information, support, and inspiration it is determined to provide.
Cultural Fusion is the employee network for people from a black, Asian and minority ethnic background at Network Rail. Cultural Fusion’s aim is to ‘Embrace differences to make a difference’ supported by three objectives: 1) the aspiration to challenge yourself; 2) embrace and be proud yourself; and 3) be a positive influencer and role model for others.
Cultural Fusion delivers these objectives through a range of initiatives including career workshops; health and wellbeing events; and working with schools and charities to attract and encourage the next generation to Network Rail. The network continually explores and promotes issues that affect black, Asian and minority ethnic employees.
Cultural Fusion works closely with various teams to support Network Rail becoming a more diverse and inclusive organisation. With nearly 500 members the network has increased its activities and is proud of its achievements. Cultural Fusion has been recognised by other organisations keen to collaborate with them and this has raised its visibility, profile and impact.
Embrace network is an inclusive employee resource group focused on the inclusion of Black, Asian and Minority Ethnic employees. They, helps us attract, retain and engage a more diverse ethnic and multicultural workforce within HSBC.
The Embrace Network are fully aligned to the business and fully support the UK D&I agenda. Their business alignment has seen them refocus their governance, refresh their strategy leading to clear business integrated activities, professional informative newsletter, key partnerships established internally and externally and active support and engagement of their business sponsor.
Their increased activity and visibility has led to increasing visible role models, with some members of the network being recognised in external power lists e.g Empower FT List. Their activities and external partnerships has supported BAME colleagues and BAME individuals in the communities we serve.
The Hogan Lovells Multicultural Network aims to promote an inclusive working environment by raising awareness and understanding of issues relating to culture, ethnicity and religion. The network has an active steering committee, led by partner Neil Mirchandani, committed to encouraging employee engagement and client business development through a variety of events. The network also supports the firm’s recruitment and citizenship initiatives and maintains a number of external partnerships. Since its inception, the network has assisted with the widening access programme, provided education and awareness around religious and cultural holidays, driven policy change and received excellent feedback and engagement internally and externally.
Moody’s Multicultural ERG seeks to leverage diverse talent by promoting recruitment, professional development and networking opportunities for all ethnically diverse employees at Moody’s. Beginning in the UK in 2014, it is one of Moody’s most popular staff networks with almost a third of UK employees having joined.
‘ONE’ Employee Resource Group (ERG) is National Grid’s multicultural network. ‘ONE’ supports BAME (Black, Asian and minority ethnic) employees and shares the benefits of diversity in the workplace. ONE breaks down barriers and celebrates the successes of our BAME talent. ONE’s ambition is to support National Grid’s inclusion and diversity ambition to become a valued employer of choice, attracting, and retaining the best talent and representing the communities we serve.
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 February 2018 to set a public goal to increase B.A.M.E 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 B.A.M.E role models and a range of activities to build cultural awareness understanding and advocacy across our workforce.