Purpose and Objectives
The primary goal of the training was to equip staff from Voluntary and Community Sector (VCS) organisations with a deeper understanding of racial inequality, its manifestations in the sector, and broader UK society. The sessions sought to:
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Enhance Knowledge: Provide an overview of inequality and its impact on BAME communities, including intersections with other forms of discrimination such as those based on sexual orientation and disability.
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Build Confidence: Empower participants to engage in discussions about inequality, support colleagues experiencing racism or unconscious bias, and implement inclusive practices within their organisations.
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Promote Inclusivity: Encourage organisations to adopt a people-centred approach, fostering environments where difficult conversations about inequality can occur, ultimately preventing the perpetuation of these disparities.
Key Themes Explored
The training sessions delved into several critical areas:
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Inequality Terminology: Clarifying terms related to inequality to ensure a common understanding among participants.
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Unconscious Racial Bias: Identifying and addressing implicit biases that influence behaviours and decision-making processes.
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Anti-Racism and Whiteness: Exploring concepts of anti-racism and the societal constructs of whiteness.
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Frontline Staff Competency: Assessing and enhancing the knowledge of frontline staff on issues of equality and diversity.
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Service Accessibility: Strategies to increase diversity and effectively reach BAME residents with services, particularly in areas like mental health, bereavement, and healthcare.
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COVID-19 Related Inequalities: Examining how the pandemic has intensified existing inequalities within BAME communities.
Participant Demographics and Engagement
The sessions attracted over 35 organisations, with an average attendance of 10 participants per session. The majority were white, middle-aged females, though individuals from BAME backgrounds also participated, enriching discussions with their lived experiences. While some attendees joined at their employer’s request, many expressed a personal commitment to understanding and addressing inequality within their organisations.
Feedback and Recommendations
Participants provided positive feedback, noting increased confidence in discussing issues of inequality and a greater understanding of the challenges faced by BAME communities. The evaluation report recommends ongoing training, the development of inclusive policies, and the establishment of support networks to sustain momentum toward organisational inclusivity.
Conclusion
The “Making Organisations More Inclusive” training series represents a significant step toward addressing racial inequalities within the voluntary sector. By fostering awareness, encouraging open dialogue, and promoting inclusive practices, REN and Empowering Minds Consultancy have equipped organisations with the tools necessary to create more equitable environments for all.