Take Part in Race Equality Week - Day 1

We marked Race Equality Week for the first time last year and are proud to be participating in Race Equality Week, from 6 to 12 February 2023. 

Race Equality Week unites thousands of organisations in action to seriously address race inequality in the workplace. 

A UK-wide initiative, Race Equality Week was launched by community interest company Race Equality Matters to unite and encourage organisations and individuals across the UK to come together to address race equality barriers in the workplace. 

So what is the 5 day challenge and how can you take part?

The 5-Day Challenge is a set of five daily challenges - one challenge per day from Monday to Friday.

Days 1 to 4 are reflective - Day 5 invites users to make a promise.

You are asked to take time each day this week to self-reflect and commit to action for race equality.

Each activity is only around five minutes – can you spare this time each day this week? 

The topics for each day are:

Day 1 – 5 Reflective Questions

Day 2 – Microaggressions

Day 3 – More than a name

Day 4 – Anti-racism

Day 5 – Making a commitment through The Big Promise

 Day 1:

• The Eye-Opener 1

  In your friendship circles and work networks how many people are from an ethnically diverse background?

   

  • None at all
  • One or two people
  • A fair few
  • A good number
  • The majority

   

   

  If your friendship circles and work networks are not diverse, what action could you take to change this?

   

  • Be open-minded - put aside pre-conceived ideas and embrace individuality
  • Focus on the things you share rather than the differences
  • Use the thing that brought you together as an opportunity to open the door to friendship
  • Be open and friendly without forcing friendship
  • Attend/join our Diverse Network. Get involved in the work they are doing and learn about the group's learned experience.
  • Join different forums / meet-up groups
  • Go to physical events, e.g. community group events

   

  Ask yourself - "What actions will I take?"

• The Eye-Opener 2 

  Have you ever avoided sitting next to someone basedon how you perceived their race, religion, or ability?

   

   

  • Never
  • Once or twice
  • A fair few times
  • A good number of times
  • All the time

   

  If you have avoided sitting next to someone, what action could you take to change this?

   

  • Next time you find yourself looking for a seat, consider sitting next to someone who looks different from you.
  • If you feel comfortable and the situation is appropriate, strike up a conversation. You might realise you have more in common than you think.
  • Challenge yourself to sit next to the individual anyway, as it’s very likely you will find that assumptions you made were unfounded. This will help you feel safe and/or comfortable in the future and might end up being a rather pleasant experience!
  • Just do it. Commit to sitting next to someone who doesn't look like you on every journey.

   

  Ask yourself - "What actions will I take?"

• The Eye-Opener 3 
  Have you ever specified someone’s race when it was not necessarily relevant, for example, referring to someone as ‘a black doctor’ or ‘Asian lawyer’?

   

   

  ·        Never

  ·        Once or twice

  ·        A fair few times

  ·        A good number of times

  ·        All the time

   

  If you have specified someone’s race when not relevant, what action could you take to change this?

   

  ·        Practice noticing what you notice about people - list in your head their physical differences (you can use pictures).

  ·        Then question your beliefs. Which characteristics trigger your assumptions?

  ·        When you are aware of this you can prevent it from happening more easily.

   

  Ask yourself - "What actions will I take?"

• The Eye-Opener 4 
  Have you ever heard or spoken to someone and made assumptions based on their accent?

   

   

  ·        Never

  ·        Once or twice

  ·        A fair few times

  ·        A number of times

  ·        All the time

   

  People have linguicism or "accenticism" without realizing it. When we impose our judgments about a specific person on the whole group or community that this individual belongs to then we have a bias. Research has shown that we tend to unconsciously group people into a specific social class and prejudice against them based on their accents. By thinking that someone with a particular accent is not very smart or clever, we are showing our unconscious bias.” Dr. Pragya Agarwal, Forbes Contributor

   

   

  If you have made assumptions based on someone’s accent, what action could you take to change this?

   

  ·        Next time you hear an accent, challenge your perceptions and your initial reactions.

  ·        Ask whether you’re basing those on what is being said or the way it’s being said.

  ·        Writing down what you hear and evaluating content separately can help outsmart voice bias.

  ·        Identify your own prejudice and use this to discuss the issue with someone who also makes similar judgements. Your role is to convince them how ineffective and biased this is.

   

  Ask yourself - "What actions will I take?"

   

• The Eye-Opener 5 
  When you or your team organise social activities, how often are everyone’s opinions, concerns and beliefs taken into account?

   

   

  ·        Never

  ·        Once or twice

  ·        A fair few times

  ·        A good number of times

  ·        All the time

   

  According to People Management, ‘research published in 2020 found that more than 10 percent of employees feel excluded by work socials or drinks. In truth, the numbers may be slightly higher: a 2019 study, after all, found that when employers initiate drinking events, employees feel obliged to participate, even if they would rather not’… ‘Similar is true of structuring events around sports’.

   

  If you haven’t taken everyone’s opinion into account, what action could you take to change this?

   

  ·        Have a conversation with all parties involved before organising social activities and avoid making assumptions.

  ·        If there is a group of people planning these activities, make it diverse.

  ·        Incorporate inclusive alternatives if people are unable to attend proposed activities.

  ·        Don’t have ‘in’ groups and ‘out’ groups - often the invite isn't extended to the ‘out’ groups.

   

  Ask yourself - "What actions will I take?"