We Need Uncomfortable Talks About Race: Micromax Consulting

The video discusses the lack of BAME representation in UK boardrooms, highlighting the APOKA review's findings. It explores the impact of the Black Lives Matter movement on UK businesses, emphasizing the need for post-COVID growth through diversity. The conversation shifts to the importance of measuring race pay gaps and implementing affirmative action. Finally, it addresses the need for diverse recruitment practices to avoid unconscious biases and promote inclusion.

What percentage of the UK population is black, according to the transcript?

• 3%

• 10%

• 5%

• 13%

How has the Black Lives Matter movement influenced businesses in the UK?

• It has resulted in fewer policy changes.

• It has encouraged businesses to make bold statements against racism.

• It has had no impact on businesses.

• It has led to a decrease in diversity initiatives.

Why is it important to measure a race pay gap, according to the speaker?

• To increase company profits.

• To ensure gender equality.

• To reduce the number of employees.

• To identify and address racial inequalities.

What is a significant barrier to black representation in tech companies?

• Overrepresentation in other industries.

• Lack of interest in tech careers.

• High competition from other minorities.

• Almost non-existent representation at top levels.

What is an example of unconscious bias in recruitment mentioned in the transcript?

• Hiring based on personal recommendations.

• Favoring candidates from specific universities.

• Requiring Footsie 100 experience, which excludes black candidates.

• Preferring candidates with international experience.

What is the argument against being too prescriptive in recruitment criteria?

• It increases the cost of recruitment.

• It opens up to a richer and more diverse talent pool.

• It makes the process too complicated.

• It lowers the quality of candidates.

What is the suggested approach to improve diversity in recruitment?

• Focus only on gender diversity.

• Ignore diversity metrics.

• Broaden the recruitment net and retain diverse talent.

• Hire only from top universities.