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White people assume niceness is the answer to racial inequality. It's not. Review of White Fragility. 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).Singleton G. E. Courageous Conversations About Race: A Field Guide for Achieving Equity in Schools. (Corwin, 2014). Kachani S., Ross C. I., Amanda. 5 principles as pathways to inclusive teaching. Inside HigherED, (2020).

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 factsIt is also time for the government, with another round of gender pay gap reporting due in April, to make ethnicity pay gap reporting mandatory for all employers, especially as the cost-of-living crisis begins to bite. We have produced an action plan for business to help employers navigate this, and with professors have produced some social economic papers by ethnicity group which will also help employers to understand the underlying challenges their employees are grappling with. Take a look at the Regional Insight of Race Factsheet that relates to where you live and work in the UK, start the conversation about the changing national and local picture and agree on targets for your organisation.