There are many benefits to hiring a diverse workforce, but there are some that are particular to making sure BAME people feel included in your workforce.

What does BAME stand for?

BAME is an acronym for ‘Black, Asian and minority ethnic’, which is used as a demographic term to describe the community in the UK. For more information on our use of acronyms on this site, see our dedicated acronym and terminology page 

Research suggests that 20% of the UK workforce will be made up of ethnic minorities by 2051. Excluding this chunk of the workforce, in either recruitment or in adapting your product, will only diminish your company’s profit potential. 

Beyond the obvious, creating a diverse workforce is essential to the development of an inclusive and productive company culture. With studies suggesting that ethnicity is one of the most commonly identified protected characteristics, ensuring inclusivity for BAME employees is essential.  

Represent your consumer

As aforementioned, ethnic minorities are making up an increasing number of the workforce and, in turn, the UK consumers. This means that you have to tailor both your product or service to them as both a customer and a client. 

Having an inclusive work environment that is understanding of the different perspectives, challenges and interests of your various customer or client groups is essential to beating your competitors. However, this is exceptionally difficult if your workforce is largely homogenous, such that it does not represent the UK workforce on the whole by not including various different protected characteristics.  

Expand your talent pool

With an increasing number of individuals in the UK being ethnic minorities, such as those who are part of the BAME community, you can’t afford to exclude them as potential hires. Not only that, but one report found that if BAME individuals were no longer underemployed in the UK, there would be a 1.3% increase in GDP.  

As such, becoming inclusive towards the growing BAME community will only strengthen your performance in the marketplace and help you compete against your competitors.  

Furthermore, the younger generations of employees, known as Millennials and Generation Z, find working in a diverse and inclusive company significantly more important than older generations. Therefore, you are not only excluding members of the BAME community by not being inclusive, but also the some of the younger population of the UK.  

Develop inclusivity

To thoroughly tackle the issues facing a company’s inclusivity culture, there needs to be a deep understanding from within. You can’t just expect everyone to inherently understand every different identity or social group’s perspectives, challenges and experiences.  

Instead, to develop a truly equal, diverse and inclusive company culture you need a diverse workforce that includes several people from the protected characteristics. Without their insight, you won’t be able to spot the unconscious bias or use of exclusionary language in the workplace.  

Not only will their experiences and perspectives be essential to developing a robust company inclusivity program, but also to develop a continuously inclusive culture. When you hire new people, having ambassadors and mentors from the BAME community will both help to welcome new BAME hires but also explain the reasons behind your company program. 

Be socially responsible

Every year a company’s brand is defined to a greater extent by its social responsibility. The era of ethical capitalism is approaching and if your company doesn’t get up to speed, it may be left behind. 

As such, taking these steps to improve the company culture will not only increase the happiness and productivity of your workforce, but be an advert for your product and services. Research suggests that consumers are more likely to buy from a company they believe to be socially responsible. Furthermore.  

Hiring and promoting BAME individuals not only demonstrates your commitment to an inclusive company culture to your employees, but also the average UK consumer.