{"id":128038,"date":"2020-02-05T16:00:40","date_gmt":"2020-02-05T15:00:40","guid":{"rendered":"https:\/\/www.vuelio.com\/uk\/?p=128038"},"modified":"2020-02-05T16:00:40","modified_gmt":"2020-02-05T15:00:40","slug":"cipr-says-change-must-come-from-the-top-in-response-to-latest-parker-report-on-diversity","status":"publish","type":"post","link":"https:\/\/www.vuelio.com\/uk\/blog\/cipr-says-change-must-come-from-the-top-in-response-to-latest-parker-report-on-diversity\/","title":{"rendered":"CIPR says \u2018change must come from the top\u2019 in response to latest Parker Report on diversity"},"content":{"rendered":"<p><strong>The latest progress report by The Parker Review Committee, established to review how UK boards can improve their ethnic and cultural diversity, has found that 69% of FTSE 250 companies have no representation of ethnic diversity at board level. For CIPR\u2019s Diversity and Inclusion Forum chair Avril Lee, the results \u2018<a href=\"https:\/\/newsroom.cipr.co.uk\/cipr-responds-to-latest-parker-review-report---change-must-come-from-the-top\/\" target=\"_blank\" rel=\"noopener noreferrer\">point to complacency and a lack of action<\/a>\u2019 and are unacceptable in 2020.<\/strong><\/p>\n<p>Established practice of \u2018not actively encouraging talented minority executives and non-executives to choose roles in businesses\u2019 within company cultures is highlighted within <a href=\"https:\/\/assets.ey.com\/content\/dam\/ey-sites\/ey-com\/en_uk\/news\/2020\/02\/ey-parker-review-2020-report-final.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">the full Parker Report<\/a>. The negatives that come with \u2018familiar and traditional recruitment processes\u2019 are also underlined \u2013 how they reinforce status quos in promotional choices, fill teams with practitioners from similar backgrounds and experience levels, and allow lazy hiring practices to continue.<br \/>\nIn light of the results, recommendations for companies from The Parker Review Committee include regular reporting on the ethnic diversity of boards and review of policies and efforts to retain and develop BAME team members.<\/p>\n<p>That the current mix of talent within teams and on boards needs to be shaken up, and soon, is clear to the CIPR, who will publish its own research into the experiences of BAME professionals in March.<\/p>\n<p>\u2018The Parker Report should be a wake up call to the PR profession,\u2019 said Avril Lee. \u2018Although progress has been made over the last three years, this progress is too slow.<\/p>\n<p>\u2018I&#8217;m pleased the focus of the review highlights the cultural practices of businesses as a significant factor in failing to address the diversity gap at the top table. Our research comes to similar conclusions and, through the stories of practitioners, should shock the profession. The message is simple \u2013 the call to action is on every one of us but, as far as businesses are concerned \u2013 whatever their size, change must come from the top.\u2019<\/p>\n<p><strong><a href=\"https:\/\/newsroom.cipr.co.uk\/cipr-responds-to-latest-parker-review-report---change-must-come-from-the-top\/\" target=\"_blank\" rel=\"noopener noreferrer\">Read the full response from the CIPR<\/a> and <a href=\"https:\/\/assets.ey.com\/content\/dam\/ey-sites\/ey-com\/en_uk\/news\/2020\/02\/ey-parker-review-2020-report-final.pdf\" target=\"_blank\" rel=\"noopener noreferrer\">download the latest Parker Report<\/a>.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The latest progress report by The Parker Review Committee has found that 69% of FTSE 250 companies have no representation of ethnic diversity at board level.<\/p>\n","protected":false},"author":423,"featured_media":128042,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[7365,7272,3526],"tags":[],"_links":{"self":[{"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/posts\/128038"}],"collection":[{"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/users\/423"}],"replies":[{"embeddable":true,"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/comments?post=128038"}],"version-history":[{"count":4,"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/posts\/128038\/revisions"}],"predecessor-version":[{"id":128050,"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/posts\/128038\/revisions\/128050"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/media\/128042"}],"wp:attachment":[{"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/media?parent=128038"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/categories?post=128038"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.vuelio.com\/uk\/wp-json\/wp\/v2\/tags?post=128038"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}