Developed by Dr Karl George MBE, the long-awaited launch of the RACE Equality Code will take place virtually on Wednesday 1 December from 6-8 pm – and everyone is invited.

The framework to tackle racism and racial inequality was conceived by  Karl George MBE following the death of George Floyd in the United States and the global Black Lives Matter campaign – and draws together over 200 recommendations, outlined in reports, charters, and pledges, that aim to tackle diversity and inclusion challenges.

It streamlines existing recommendations into actions for organisations and their workforces across every sector, adopting a simple yet robust ‘apply and explain’ approach as part of its four key principles: Reporting, Action, Composition and Education (RACE).*

Event attendees will be able to:

• Hear key findings from the year of consultation
• Access the final version of the Code
• Learn about IPANALA and how it can help to move the dial on representation
• Witness the launch of the Code’s cross-sector benchmarking initiative
• Hear from early adopters
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Dr. Karl, who appeared as a special guest on season two of Inside your Brand by Get-Optimal and will be delivering a speech at the launch of the RACE Equality Code, explained: “Real change only happens when you are able to influence leadership – the board and executive management – and hold organisations to account.

“So, the focus of the RACE Code is firmly on how we deal with race inequity in the boardrooms and senior leadership teams of the UK.”

Early adopters of the code include NHS organisations, housing organisations, and chambers of commerce.

Completing the esteemed speaker line-up are Joel Blake OBE, Rob Neil OBE, René Carayol MBE, and Nairobi Thompson, poet in residence for the Windrush Foundation and Equiano Society.

To register for the event, which will run from 6-8pm on Wednesday 1 December and is free to attend, please click here.

Four key RACE principles for change:

• A clear commitment to be transparent and to disclose required and concise information and updates on the progress of RACE initiatives across the organisation. Openness and transparency for all stakeholders will be valued and actively pursued in order to create an environment for change.
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• A list of the measurable actions and outcomes that contribute to and enable a shift in the organisation’s approach to and success in delivering change. Without a set of targets and detailed plans for their achievement, change will not happen, and organisations will not be accountable.
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• Identifying the key indicators that will make a real impact over the long term, creating tangible differences to the existing landscape around race diversity of the board and senior leadership team. The narrative around what is acceptable needs to change through dialogue, and this may lead to uncomfortable but necessary decisions which the organisation is committed to having, hearing, and making.
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• Developing a robust education framework that develops the ethical and moral reasoning behind a programme of development for every organisation (using the Principles). Perspectives need to be challenged and prejudices and systemic and institutional practices acknowledged.

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