The 10 officers, who are working in the middle ranks of the Met, said that not enough is being done to eliminate discrimination.
They described a culture in which racism is ignored, and alleged that the careers of black and ethnic minority officers have been blocked. “Minority officers [are] unfairly targeted over performance issues and covert racism is more rampant,” one south Asian officer told BBC News in a report published on 21 August.
In a workplace climate where racism is often covert, how can HR leaders effectively address it?
A multi-faceted approach is required, suggested Jackie Handy, a keynote speaker specialising in workforce culture, speaking to HR magazine.
“First, if these aren’t already in place, create clear anti-racism policies incorporating a zero-tolerance stance towards discrimination. Enable anonymous feedback where possible, and ensure prompt follow through, to avoid your efforts being seen as a tick-box exercise.”
Read more: How do we normalise standing up against racism and bias at work?
Dismantling racism at work generally requires effort from everyone within an organisation, Handy added.
It’s a view that Sandra Kerr, race director of the responsible business network Business in the Community, agrees with. "Addressing racism in the workplace isn't just the responsibility of HR,” she told HR magazine. “Every leader and employee has a crucial role to play, including speaking out against racism and fostering a culture that prevents it from happening in the first place.”
HR can drive helpful initiatives but the real impact comes from an organisation's culture, Kerr went on to say. “While policies are essential, they are not enough on their own. If the culture of an organisation doesn't genuinely support ethnic diversity from the outset, the organisation will end up addressing symptoms rather than tackling the underlying issues."
Read more: New guide for discussing racism published
Offering further practical advice, Handy said: “Recruitment methods and progression opportunities need to be fair and transparent. Varied advertising methods, diverse hiring panels and defined development pathways for staff will help minimise bias.
“Allyship training and education is vital to remain up-to-date with legislation and best practice.
"The most effective impact though, is to normalise conversations about race, racism and anti-racism across organisations. For sustained change to occur, we must keep talking.
“External speakers with lived experience can increase understanding, and internal race employee resource groups can help and guide HR. But without leadership buy-in and company-wide investment, efforts may fail. Consistency is the key to success.”
The BBC’s report followed Baroness Louise Casey’s review of the Met Police’s standards of behaviour and internal culture, which concluded last March that the force was institutionally racist, misogynistic and homophobic.
The BBC reported a Met police spokesperson as saying: "We are deeply concerned to hear these accounts and we are so sorry that there are people in the Met who feel this way. It is completely unacceptable.
“Whatever progress we think we have made, it is simply not enough."
