Two years later, the CRE has launched its first progress report into the success of the scheme.
Because of its international nature, the travel industry was an obvious target for the scheme right from the start, and two of its UKbiggest players, British Airways and BAA, gave their support from the outset.
The aim of the Leadership Challenge is to focus and highlight the close link between promoting racial equality and an organisation’s effectiveness.
CRE chairman Sir Herman Ouseley said: “It invites people with the power, influence and resources to make a difference to take personal action for racial equality.
“It does not impose anything on anyone. It simply seeks to persuade leaders to want to do it because it is right, because it is good for their business or organisation and for the community at large.”
Almost 300 organisations from both the public and private sectors have now given their commitment to the scheme.
BA has been involved in the challenge since the start when chief executive Bob Ayling, was approached to pledge his support. The company had already proved its awareness of the issues by employing an equal-opportunities manager, in 1993.
Gillian Noble, who has held the post for almost three years, said: “We are a global organisation and about 60% of our customers do not start their journey from the UK. We have got an amazingly diverse customer base so we need to reflect at least the understanding of that within our organisation.”
BA’s workforce is made up of about 12% ethnic minorities, but the airline wants to improve the numbers at management level. One way of doing this is through its graduate recruitment programme.
“If you can get a diverse intake of graduates then they will be your future managers and that’s a first-class way of sowing seeds for the future,” said Noble.
The airline is considering setting up a work experience programme specifically for black and Asian undergraduates which would then hopefully encourage more ethnic-minority graduates to join the training scheme.
With changes and improvements to equal opportunity-policies, Noble said it is impossible to say whether being part of the Leadership Challenge has speeded up their introduction.
“I think the main aim of the scheme really is just to raise awareness and focus attention to get people to think a little more sharply about the issues,” she said.
For more details about the Leadership Challenge, contact the CRE on 020-7828 7022.
THE RECENT case against Institute of Travel and Tourismchief executive Linda Gibson, who was found by an employment tribunal to have discriminated against a black employee, is proof that racism does exist in the travel industry.
In an attempt to stamp out discrimination in the workplace, the Commission for Racial Equality is working directly with company bosses to implement a change in employees’ attitudes.
It believes that bosses of companies should lead by example and, in 1997, set up an Leadership Challenge initiative.
Two years later, the CRE has launched its first progress report into the success of the scheme.
Because of its international nature, the travel industry was an obvious target for the scheme right from the start, and two of its UKbiggest players, British Airways and BAA, gave their support from the outset.
The aim of the Leadership Challenge is to focus and highlight the close link between promoting racial equality and an organisation’s effectiveness.
CRE chairman Sir Herman Ouseley said: “It invites people with the power, influence and resources to make a difference to take personal action for racial equality.
“It does not impose anything on anyone. It simply seeks to persuade leaders to want to do it because it is right, because it is good for their business or organisation and for the community at large.”
Almost 300 organisations from both the public and private sectors have now given their commitment to the scheme.
BA has been involved in the challenge since the start when chief executive Bob Ayling, was approached to pledge his support. The company had already proved its awareness of the issues by employing an equal-opportunities manager, in 1993.
Gillian Noble, who has held the post for almost three years, said: “We are a global organisation and about 60% of our customers do not start their journey from the UK. We have got an amazingly diverse customer base so we need to reflect at least the understanding of that within our organisation.”
BA’s workforce is made up of about 12% ethnic minorities, but the airline wants to improve the numbers at management level. One way of doing this is through its graduate recruitment programme.
“If you can get a diverse intake of graduates then they will be your future managers and that’s a first-class way of sowing seeds for the future,” said Noble.
The airline is considering setting up a work experience programme specifically for black and Asian undergraduates which would then hopefully encourage more ethnic-minority graduates to join the training scheme.
With changes and improvements to equal opportunity-policies, Noble said it is impossible to say whether being part of the Leadership Challenge has speeded up their introduction.
“I think the main aim of the scheme really is just to raise awareness and focus attention to get people to think a little more sharply about the issues,” she said.
For more details about the Leadership Challenge, contact the CRE on 020-7828 7022.