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Companies leading the way in nurturing Multicultural talent

Written by Emily Dujon - Customer Success Manager at Not Going to Uni


The Multicultural Apprenticeship awards have landed, and it showcased exceptional candidates nominated for extraordinary feats in their respective industries which has given NGTU a nudge to look at some of the providers we work with and challenge how they tackle diversity and inclusion in the workplace. We are proud to say one of our NGTU Ambassadors (Jainna Bhalla, co-founder of The Brown Girl League) won ‘judges choice’ this year, and she was recently APM accredited at the age of 20! We also saw some wonderful winners this year who we’re beaming to list off: Firstly, we have Alisha Kasobya from MBDA who was the Management, Legal & Professional Services (sponsored by Mindful Education) winner and Aymen Belkacemi from University College London (Multiverse) who was the Charity, Voluntary & Public Services (sponsored by NCFE) award winner. These pros are only in the early stages of their career and we’re so proud to be a stepping stone on the way to achieving their dreams.


As we enter Black History Month there is never a more pertinent time to put the spotlight on organisations who are nurturing multicultural talent and actively initiating diverse hires. Obvious as it might seem according to an ongoing McKinsey report ‘The business case for diversity, equity, and inclusion (DE&I) is stronger than ever’ stating thatIn the case of ethnic and cultural diversity… in 2019, top-quartile companies outperformed those in the fourth one by 36 percent in profitability’. Illustrating that D&I is not only moral but a key component of a successful business.


One of the ways an organisation can stumble at the first hurdle is by downplaying the importance of the hiring process within their recruitment teams. Unconscious bias is difficult to measure on a personal level, as human nature dictates that we gravitate to familiarity, which can breed a clone-like workforce. The danger with having such a like minded group is the lack of original, creative and innovative ideas that can only be birthed by those with different cultural experiences. When challenged, employers can ensure their job descriptions can be less bias and their hiring decisions can be based on a broader scope of knowledge and experience. Our long-time client HSBC says,’ Our recruiting managers receive training on how to counteract potential biases when recruiting, and we take steps to ensure that we recruit people from a broad range of backgrounds’. Demonstrating that when the right methods are put in place, hiring can be made inclusive.


As we know prestigious sectors have a stigma of having the same type of person at the top of the chain with the infamous glass ceiling, holding even those with the right credentials back from moving up the career ladder. According to a blog by SocialTalent (e-learning and hiring platform) Our long standing client, EY ‘are the first of the Big Four to assign full-time, partner-level leadership to diversity recruiting’. In their report they say that their ‘representation of women, and racially and ethnically diverse (R&ED) leaders in our top executive positions has remained constant’. Making EY, not only a highly sought after firm to work for, but somewhere that the culture is actively being affected by those being represented in leadership roles.


A crucial aspect of having a D&I friendly work environment is also about community. A good employer will create a safe space where the voices of people from diverse backgrounds can be heard and empowered to making actionable change. Gladly we are seeing organisations like HSBC stating their ‘17 Employee Resource Groups are part of global voluntary networks that bring together colleagues with shared characteristics and common interests.’ Careersinracing- another established client- forwarded an amazing article written by Jithin Parammal Ambadi (currently part of British Horseracing Development Programme) sharing that he is ‘helping to coordinate a diversity and inclusion event, aimed at engaging young people from ethnic minority backgrounds.’ Which is so vital in such a stereotypically elitist sport such as horse racing.


In conclusion, the Multicultural Apprenticeship Awards have shone a bright light on the outstanding talents and achievements of individuals from diverse backgrounds in various industries. NGTU is thrilled to celebrate the success of Jainna Bhalla, Alisha Kasobya and Aymen Belkacemi representing the promising future of multicultural talent. And lastly, we applaud the organisations we work with actively seeking diverse perspectives to foster creativity and innovation.

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