Empowering Diverse Talent
Since Green Park’s inception in 2006, empowering diverse talent has been part of our core purpose. We are committed to ensuring that the impressive contributions of diverse individuals are not only recognised but celebrated to audiences that may have historically overlooked them.
In 2016 we launched our first Empowering Minority Talent (EMT) group in the BAME 100 to combat claims of small talent pools to ensure that other businesses know that exceptional and diverse ethnic minority talent is out there. Since then we have published our EMT Women Leaders group and will publish our first Future Leader profiles in the summer of 2017 too.
The criteria for those we profile in these celebratory groups is simple. They have to be true catalysts for change and development in business and socially; we call these individuals R.E.A.L models.
R = Recognised –awarded or accredited for the good that they do
E = Extraordinary –not just achieved but excelled in their efforts
A = Authentic –known for being true to their undisputed origin
L = Leading –successfully climbed the ladder of their organisations
But how is a R.E.A.L model different from a role model?
A role model is a person looked to by others as an example to be imitated. For minority communities, however, the term has been over used for some time, focuses largely on Financial Services and Professional Services and now carries less meaning as many are profiled just because they are minority and senior, not because of them being strong examples to future talent.
This colloquialism has arguably dissipated the effectiveness of true role models and implies that they only exist in the private sector, so that’s why we want to steer the focus back round to the true heart of a role model’s meaning and purpose.
You can find two of our most recent REAL Model groups here;
The 2017 IWD 25