Empowering Diverse Talent
Since Green Park’s inception in 2006, empowering diverse talent has been a core principle of our organisation. 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 Diverse Talent (EDT) index, the BAME 100, to combat claims of small and non-diverse talent pools. We firmly believe that businesses need to know that exceptional, board-ready minority talent is out there. Since then, we have published our first IWD 25 index and plan to diversify this across other protected groups soon.
The criteria for those we profile is simple. They have to be diverse, they have to be catalysts for change in business and socially and they have to be board-competent; 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 recently become dissipated, largely focuses on the Private Sector and now carries less meaning, as many people are profiled for being a minority, rather than being a R.E.A.L model, making other efforts less effective.
To achieve the diversity dividend, we need much more diversity in leadership and in national decision-making in the UK, as outlined in our research with Operation Black Vote, the Colour of Power. The only way we can realise this is making sure minority talent is visible and recognised and we are dedicated to playing our part in this.