This project supports National Framework Enabler 3 and National Framework Outcomes 1,2,3,4. Please click the icon for more details
In phase 1 of this project, we explored the difficulties and barriers to collecting insightful and accurate data around the black and global majority workforce. We owe special thanks to the colleagues in Reading for helping us to understand these issues at a very detailed level.
From 2024 to 2026, evidence across SESLIP showed that BGM staff participation remains low when engagement is episodic. The BGM evidence reveals significant workforce inequities, extremely low participation rates, and widespread mistrust rooted in historical experiences of tokenism, unfulfilled commitments, inconsistent responses to discrimination, and incomplete or inaccessible HR/EDI data.
Attempts to gather new data or consult staff through short, one‑off engagements have proven insufficient, participation remains low unless trust, presence, and clear follow‑through are demonstrated. Improving workforce equity therefore requires:
- Relational engagement with BGM staff and leaders, supported by preparatory touchpoints and a September 2026 in-person co-design conference.
- Slow‑build trust, based on visible action rather than diagnostic exercises.
- Iterative piloting of practical interventions such as mentoring, progression pathways, and microaggression response mechanisms.
- Sustained organisational support, including leadership buy‑in and improved HR data systems.
- Context‑responsive adjustment, as different authorities face different workforce conditions. We are proposing a two-year investment (https://www.seslip.co.uk/wp-content/uploads/2026/06/SESLIP-BGM-Project-Two-Year-Business-Case-v2.pdf). It includes the following summary of the proposed phases of the project:
| Phase | Period | Delivery Focus | Outputs and Value |
| Engagement Reset and Co‑Design | July to September 2026 | In‑person conference to rebuild trust; co‑design interventions; establish shared ownership and safety | Addresses mistrust and creates buy‑in for implementation |
| Site Selection and Onboarding | October to November 2026 | Select 3 to 4 pilot authorities; confirm leadership sponsorship; agree HR data pathways and communications | Feasibility and stability for piloting |
| Extended Implementation Cycle | December 2026 to December 2027 | Deliver mentoring, progression pathways, microaggression response and anti‑racist supervision; relational support, site visits and ongoing data collection | Real‑world evidence, deeper trust and a clear view of enabling conditions |
| Integrated Evaluation (EFTI) | January to March 2028 | Evaluate against the four criteria using the full evidence arc | Evidence of impact on equity, retention, progression and psychological safety |
| Final Products and Regional Sharing | January to March 2028 | Workforce Equity Toolkit, dashboard, case examples and a “you‑said/we‑did” event | Region‑ready, evidence‑based resources for authorities |