Many organisations respond to calls for racial justice by booking a one-off diversity training session. While well-intentioned, this approach rarely creates lasting change.
The Problem with One-Off Training
Research consistently shows that single awareness sessions:
- Often increase awareness but don't change behaviour
- Can trigger defensiveness rather than reflection
- May leave marginalised staff feeling more vulnerable
- Don't address systemic issues in policies and culture
Staff from ethnic minorities often report that after these sessions, they're expected to feel better while nothing has actually changed.
What Meaningful Anti-Racism Work Looks Like
Effective anti-racism requires sustained effort across multiple areas:
1. Leadership Commitment
Anti-racism must be led from the top. Leaders need to:
- Publicly commit to anti-racist goals
- Allocate resources for ongoing work
- Be willing to hear uncomfortable truths
- Model reflective practice
2. Policy Review
Examine your policies through an anti-racist lens:
- Recruitment and promotion processes
- Grievance and complaints procedures
- Performance management
- Wellbeing and support offers
3. Staff Support
Create genuine support for staff from ethnic minorities:
- Safe spaces and staff networks
- Access to culturally sensitive support
- Clear pathways for raising concerns
- Protection from retaliation
4. Ongoing Learning
Replace one-off sessions with:
- Regular facilitated discussions
- Action learning sets for managers
- External consultancy and challenge
- Regular review of progress
Getting Started
If your organisation is ready to move beyond performative gestures, start by:
- Listening to staff from ethnic minorities about their experiences
- Being honest about where you are now
- Setting realistic, measurable goals
- Committing resources for the long term
Salowal provides EDI and anti-racism support for organisations ready to make meaningful change. Get in touch to discuss your needs.