Welsh Government ED&I Strategy

We recently had the privilege of working with the Wales Centre for Public Policy on a piece of research that they were conducting on behalf of the Welsh Government.

Social Practice ENT recently had the privilege of working with the Wales Centre for Public Policy on a piece of research conducted on behalf of the Welsh Government. It was discovered that within board appointee positions in Wales, only 3% of people were from an ethnic minority and 5% disabled. This was shown to be unrepresentative of the greater Welsh population, hence the initiation of a new government strategy began.

Various groups, including Social Practice ENT, who specialise inclusion work were consulted on how to make effective change. The focus of the government strategy is to support those disabled and/or from ethnic minority backgrounds into positions of power as board appointees. The report published highlights what was learnt and what changes are to be made. It was clear that a systematic change is required to support those who are oppressed by current systems. Challenges on achieving this were tackled and excuses disputed. The report calls for organisations to be uncomfortable with their current representation reports, as it highlights what they need to change.

To encourage applications from minority groups, it was suggested that the process of applying should change. Where it stands in Wales, recruitment is not ‘user-friendly’ for many, particularly those with disabilities. It was also highlighted that the traditional form of applying for jobs will exclude many and discourage them from applying. Those with unconventional work histories or long breaks in professional roles will face significant barriers. Other forms of application, rather than a CV, can include a ‘bio’ in written or spoken form for example.

The Beyond Suffrage programme, run by Social Practice Academy was mentioned in the report as a model of support. By creating an avenue of support for young women of colour Social Practice ENT is taking an active role to create opportunities and effect real change. The report concludes with calls for organisations to go beyond simply publishing statements of commitment to diversity and inclusivity within their ranks, but to proactively support underrepresented groups, with lived experience of inequality in their application and once employed.

You can read the full report via the link below.

https://www.wcpp.org.uk/wp-content/uploads/2020/11/Supporting-underrepresented-groups-into-public-appointments.pdf