This article is written by Anita Bhalla, Senior Policy Adviser in the Home Office and Co-Chair for Race to the Top G6/7

In 2016, I decided to set up a cross-government network connecting BAME civil servants in the grades (G6/7) immediately below the Senior Civil Service (SCS).

I knew many of my peers felt disheartened and undervalued. At the time, only approximately 4% of UK senior civil servants SCS were from ethnically diverse backgrounds, and while the number is rising (now over 6%), this shortfall highlights the scale of the challenge we face in ensuring that the Civil Service reflects the communities it serves at senior levels. Luckily, I had recently met Bernadette Thompson and observed her drive, passion and commitment to effect change firsthand. I knew she would be the perfect co-Chair for the network.

There are now more than 1000 members sharing the common goal of increasing the proportion of BAME individuals in senior leadership benefitting from a wide array of programmes and events

We both strongly felt that the Civil Service had not sufficiently supported BAME talent over the years and wanted to specifically focus activities in preparing members for leadership at the next levels, whilst helping colleagues strengthen links with senior leaders.

We are happy to be able to say this approach has been a runaway success with the Network being recognised for both early and sustained impact. There are now more than 1000 members sharing the common goal of increasing the proportion of BAME individuals in senior leadership benefitting from a wide array of programmes and events offering bespoke and tailored support.

The Network’s impact has been widely recognised internally and externally winning a raft of awards. In 2019 the Network won the Public Sector Employee Network of the Year in the Employers Network for Equalities & Inclusion (enei) Awards, the Network Group category in the national Investing in Ethnicity Awards and the Network Excellence Category in the Civil Service Diversity and Inclusion Awards. We are proud of this success in building the group, supporting colleagues and providing constructive challenge to senior leaders — on top of our demanding day jobs.

Key factors that have made the difference in the Network’s journey to success are:

  • Leadership in agreement: We were lucky to find each other. The level of partnership, co-operation and mutual respect between us as co-Chairs has been integral to success. We have different skills, and we have recognised and taken full advantage of that. Throughout this process we have managed to continuously pull towards our agreed focus; as a result, the Network has not been diverted by internal wrangling or disputes.
  • Clear aims and purpose: Whilst it can be tempting to add a range of tangential/wider goals and aims — each of which can seem valuable — you risk losing track of the overall goal. Our overarching aim has always been to help prepare members for leadership at the next levels with practical support, providing opportunities to directly engage with and learn from very senior Civil Service leaders including professional leads, and we have stuck to this mission throughout.
  • Access to senior leaders and sustained activity: The Network has provided many opportunities for members to directly share views and perspectives with very senior leaders. This has included Roundtable sessions with both the Head of the Civil Service and Civil Service Chief Executive which have informed the central strategic approach. We have also delivered many sessions focusing on the leadership journeys of those already in senior roles to inform and inspire sustaining a high volume of activity throughout.
  • Partnership and collaboration: We have established ongoing partnerships with a range of organisations including the FDA Union, Institute for Government and various training providers to increase scale and impact. We also maintain ongoing relationships with thought leaders and notable experts in race and inclusion and partner with departmental race networks to deliver programmes.
  • Providing challenge and solutions: Our Charter for Change informed by member perspectives set out quick wins for departments/professions in increasing senior ethnic workplace diversity by actively supporting and investing in their BAME SCS pipeline. This was circulated to senior Race Champions across government by the Civil Service Race Champion informing practice at departmental level. We also regularly provide constructive challenges to senior leaders.
  • Tailored support and focus on intersectionality: Hundreds of women have benefitted from our Women in Leadership Series bringing BAME women together with very senior women across sectors to discuss leadership and the complexities of intersectionality in a safe space. We also focus on inspiring BAME men with highly successful conferences on International Men’s Day.
  • Supporting sub-groups: Professional subgroups allow members to build stronger networks amongst peers and with senior leaders in their professions.
  • Inspiring the wider pipeline: We maintain visibility at key internal and external events contributing to the wider race inclusion debates. We also support members in acting as role models and mentors to BAME colleagues in more junior roles.

Flagship programme and senior sponsorship: The Network delivers the largest annual diversity initiative run by any government employee network. The BAME G6/7-SCS Shadowing Programme, sponsored by the Head of the Civil Service, is a highly innovative initiative enabling hundreds of members to shadow senior roles across government each year including Permanent Secretaries, Directors General and Ambassadors overseas. This scale of delivery and senior endorsement helped the Network quickly establish credibility across government and get noticed. Over 1000 placements have now been made offering exceptional learning opportunities by observing senior leadership in action at close hand.

We have shown what can be accomplished with two committed individuals sharing a vision for change.

We are delighted to have assisted so many BAME colleagues and equally that so many senior leaders across the Civil Service have actively supported our work. We could not be more pleased with the success achieved and with the ongoing engagement with senior leaders. We are also very grateful for the critical support of our ongoing partners underpinning successful programmes.

We have shown what can be accomplished with two committed individuals sharing a vision for change. We will continue to maintain a resolute focus on supporting our members to thrive and succeed across government. Last but definitely not least, we celebrate the success of those members who have secured more senior roles and will continue to offer our ardent support to members still making this transition. — Anita Bhalla

(Picture credit: Unsplash)

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