Project 48: Black & Global Majority (BGM) phase 2

During Phase 1, the SESLIP Black and Global Majority (BGM) Workforce Project explored the recruitment, retention, progression and workplace experiences of Black and Global Majority staff across children’s services in the South East. Through workforce data analysis, staff surveys and interviews, the project examined workforce inequities, barriers to progression, workplace culture, management support and staff wellbeing, alongside challenges relating to workforce and equality data.

The findings identified recurring challenges across recruitment, progression, workplace culture and psychological safety, while also highlighting examples of positive practice that could be developed further. We are particularly grateful to colleagues in Reading, whose local co-design work provided valuable practical insight alongside the wider regional evidence gathered across SESLIP authorities.

Evidence gathered across SESLIP highlighted workforce inequities affecting Black and Global Majority staff, alongside concerns relating to trust, participation, organisational responses to discrimination and the availability of workforce and equality data. The findings suggested that meaningful and sustainable improvement is more likely when staff engagement is ongoing, supported by visible action and embedded within organisational improvement activity.

The project has demonstrated that workforce equity challenges cannot be addressed through one-off consultation activity alone. Building trust, supporting participation and creating sustainable change requires ongoing engagement, practical action and organisational commitment. 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.
• Build trust through visible action, shared ownership and sustained engagement.
• 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.
• Share learning across authorities while recognising that local workforce challenges and opportunities vary.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). Phase 2 will focus on co-design, implementation, learning and evaluation. Working alongside local authorities, staff networks and sector partners, the project will test practical approaches to improving workforce equity and share learning across the South East. Please see below for a summary of the proposed phases of the project in tabular form: