Lauren Archer, NCB's Senior DEI Lead, reflects on how important representation is to ensuring that future generations of young South Asian children and young people can see themselves reflected in the charity sector.
Currently, people of South Asian heritage make up 7.5% of the population, but there is a significant underrepresentation of this number within charitable organisations. Only around 4% of people identifying as South Asian work in the sector, with this disparity becoming even greater when looking at leadership roles and senior positions (you can find out more in the Acevo report here). Representation is an important aspect of Diversity, Equity and Inclusion (DEI) and we want to make sure future generations of young South Asian children and young people can see themselves reflected in the sector.
The reasons for this underrepresentation are complex, but well researched and documented. In the UK, minoritised groups still face significant systemic and institutional barriers to success. This can manifest through biased recruitment processes, reduced access to development opportunities, and slower progression. There are also the personal effects of racism, which can hinder confidence when deciding whether to apply for new roles or promotions, and during the recruitment process. NCB knows, as an organisation, that we will not be immune to these issues, which is why we are putting in active measures to try and combat them.
‘Hard to reach’ is not a term NCB endorses, as it ignores the structural barriers and puts the onus on the community as if they are disengaged or even hiding!
Lauren Archer, Senior DEI Programme Lead, NCB
We have recently implemented an anonymous recruitment process and actively promote our vacancies as wide as possible, to as many communities as possible, so we can get the largest and most diverse pool of candidates for each role. We want to make sure that we attract the best talent, which we know means reaching those communities labelled as ‘hard to reach’ - the term often used to describe minoritised communities. ‘Hard to reach’ is not a term NCB endorses, as it ignores the structural barriers and puts the onus on the community as if they are disengaged or even hiding! When in fact, if organisations truly want to diversify their workforce they need to understand cultural contexts, build trust with minoritised communities, and make themselves accessible to all. We believe that no one is actually difficult to reach if you have the right strategy and make sure you widen your search avenues – something we are working hard on.
Further to this, we have recently launched our ‘Black and Global Majority Development Programme’. This internally led development course ensures our Black and Global Majority colleagues receive an equitable chance at success within our organisation. We know that they may face increased barriers when accessing development, so our 9-month programme gives them the skills, experiences, and confidence to be able to progress. Part of becoming an anti-racist organisation is making sure we give equitable opportunities to those who need it. We understand that some colleagues may choose to move on and take their skills elsewhere, but we feel a responsibility to the sector as a whole and are happy to see our colleagues thrive and develop, wherever that may be.
Most importantly, this South Asian Heritage month, we are celebrating the South Asian community to acknowledge their rich and diverse contributions across society. We have a whole programme of events including: a directory of South Asian businesses our colleagues can support this month and beyond, a quiz, a community lunch, a cultural session looking at different South Asian art forms, and a Spotify playlist of South Asian music.
This year’s theme is ‘roots to routes’ so we will also be using an interactive map to see how much cultural diversity we have at NCB. The theme also invites conversations about identity and belonging, which are values we hold closely as an organisation. We want everyone to feel they can express their heritage and culture so we as an organisation can understand how to make different people with different histories and journeys feel they belong – work that continues long past the celebration month and into the future.
Find out more about NCB’s Diversity, Equity and Inclusion Action Plan.