{"id":703,"date":"2021-03-01T09:00:16","date_gmt":"2021-03-01T09:00:16","guid":{"rendered":"https:\/\/blogs.kent.ac.uk\/kei-case-studies\/?p=703"},"modified":"2023-06-30T09:52:45","modified_gmt":"2023-06-30T08:52:45","slug":"empowering-ethnic-minority-workers-on-their-journey-to-leadership","status":"publish","type":"post","link":"https:\/\/blogs.kent.ac.uk\/kei-case-studies\/2021\/03\/01\/empowering-ethnic-minority-workers-on-their-journey-to-leadership\/","title":{"rendered":"Empowering ethnic minority workers on their journey to leadership"},"content":{"rendered":"<p class=\"lead\">Historically Black, Asian and Minority Ethnic (BAME) groups\u2019 career progression has often been analysed simply by looking at the formal side \u2013 application, appraisal and performance management.<\/p>\n<p><a href=\"https:\/\/www.kent.ac.uk\/kent-business-school\/people\/2552\/www.kent.ac.uk\/kent-business-school\/people\/2552\/wyatt-madeleine\">Dr Madeleine Wyatt<\/a>, Senior Lecturer in Human Resources Management from the\u00a0<a href=\"https:\/\/www.kent.ac.uk\/kent-business-school\/people\/2552\/www.kent.ac.uk\/kent-business-school\/people\/2552\/wyatt-madeleine\">Kent Business School<\/a>\u00a0researches the impact that the informal and political processes \u2013 networking, informal promotions etc. have on career progression.<\/p>\n<div class=\"video-container\"><div class=\"kent-video-wrapper\"><span class='embed-youtube' style='text-align:center; display: block;'><iframe class='youtube-player' type='text\/html' width='1140' height='672' src='https:\/\/www.youtube.com\/embed\/yzgl9epnPxc?version=3&#038;rel=1&#038;fs=1&#038;showsearch=0&#038;showinfo=1&#038;iv_load_policy=1&#038;wmode=transparent' frameborder='0' allowfullscreen='true'><\/iframe><\/span><\/div><\/div>\n<p>Approximately 13-15% of the workforce are from ethnic minority backgrounds and yet they hold only 1-2% of senior positions, roles which are commonly dominated by white men. Breaking down the politics of organisations to enable access to personal mentorships and networks is vital for career progression, and without this ethnic minority groups will remain disadvantaged.<\/p>\n<p>Dr Wyatt has worked with several companies to review internal politics and introduce initiatives to ensure organisations become more inclusive.<\/p>\n<p>The research revealed that ethnic minority employees are often excluded from the relationships that help them navigate office politics, such as mentorships, networks, and developmental interactions with line managers. Following on from this discovery Dr Wyatt has been working to improve understanding of the impact of workplace politics on equality, diversity and inclusion.<\/p>\n<p>The University of Kent strives to ensure equality for both students and staff, more information can be found through these links\u00a0<a href=\"https:\/\/www.kent.ac.uk\/hr-equalityanddiversity\/networks\/bame-network.html\">BAME Staff Network<\/a>,\u00a0<a href=\"https:\/\/www.kent.ac.uk\/studentsuccess\/index.html\">Student Success (EDI) Project<\/a>,\u00a0<a href=\"https:\/\/www.kent.ac.uk\/hr-equalityanddiversity\/networks\/edi-network.html\">EDI Network.<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Historically Black, Asian and Minority Ethnic (BAME) groups\u2019 career progression has often been analysed simply by looking at the formal side \u2013 application, appraisal and &hellip; <a href=\"https:\/\/blogs.kent.ac.uk\/kei-case-studies\/2021\/03\/01\/empowering-ethnic-minority-workers-on-their-journey-to-leadership\/\">Read&nbsp;more<\/a><\/p>\n","protected":false},"author":74795,"featured_media":705,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[877,256079],"tags":[280349,19110,79492],"_links":{"self":[{"href":"https:\/\/blogs.kent.ac.uk\/kei-case-studies\/wp-json\/wp\/v2\/posts\/703"}],"collection":[{"href":"https:\/\/blogs.kent.ac.uk\/kei-case-studies\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.kent.ac.uk\/kei-case-studies\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.kent.ac.uk\/kei-case-studies\/wp-json\/wp\/v2\/users\/74795"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.kent.ac.uk\/kei-case-studies\/wp-json\/wp\/v2\/comments?post=703"}],"version-history":[{"count":2,"href":"https:\/\/blogs.kent.ac.uk\/kei-case-studies\/wp-json\/wp\/v2\/posts\/703\/revisions"}],"predecessor-version":[{"id":706,"href":"https:\/\/blogs.kent.ac.uk\/kei-case-studies\/wp-json\/wp\/v2\/posts\/703\/revisions\/706"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/blogs.kent.ac.uk\/kei-case-studies\/wp-json\/wp\/v2\/media\/705"}],"wp:attachment":[{"href":"https:\/\/blogs.kent.ac.uk\/kei-case-studies\/wp-json\/wp\/v2\/media?parent=703"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.kent.ac.uk\/kei-case-studies\/wp-json\/wp\/v2\/categories?post=703"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.kent.ac.uk\/kei-case-studies\/wp-json\/wp\/v2\/tags?post=703"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}