The main objectives are to co-ordinate and facilitate the following: •
Connect – to connect people from different ethnic minority and faith groups with a common need or interest;
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Support – to provide support to staff from ethnic minority and faith groups who would value being part of a Network.
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Learn – to provide an opportunity for employers to learn more about the diversity of their employees, the challenges they face and how they can best harness this diversity so staff can fulfill their potential. To make links between diversity of staff and the success of the business. This would include increasing awareness of all employees to all cultures and faiths in the organisation and how we use these differences to best effect; and
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Influence – to raise awareness of issues of concern to the ethnic minority staff, and various faith groups. To be a driver for improving engagement, retention and recruitment of diverse staff and to develop opportunities to influence policy and practices through the EESG. Return to index
Department for Business, Energy and Industrial Strategy (BEIS) – Faith and Minority Ethnic Network (FAME) The BEIS Faith and Minority Ethnic Network (FAME) is made up of over 1300 colleagues and exists to build race and faith confidence within the department. We do this through: 1. Policy: reviewing the latest data understand barriers facing colleagues from ethnic minority and faith backgrounds, and making policy recommendations to minimise bias within departmental HR processes; participating on the department’s People and Operations Committee Board. 2. Capability building: running a regular roster of workshops to support professional and personal development, including a highly popular ‘unpacking the behaviour’ series, SCS masterclasses, and reverse mentorship schemes. 3. Culture change: running a range of events to stimulate conversations about race and faith, including ‘let’s talk about race’ and ‘let’s talk about faith’ campaigns and associated video series. Particular highlights include: •
Presenting and securing agreement to recommendations presented at 2 departmental Executive Committees, making temporary recruitment processes more transparent and fairer
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Meaningfully tackling the department’s previous absence of senior Black staff
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