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Photo credit: Medical Research Council We are promoting and showcasing the best examples in recruitment and retention where initiatives and schemes have successfully improved the diversity of the workforce, in particular the representation of women, disabled people and those from minority ethnic backgrounds. Our best practice case studies include case studies from Atkins, BAE Systems, B-MEntor, BT, Caterpillar, the Department of Health, FDM, IBM, Jaguar Land Rover and Microsoft; as well as North Energy Associates.

The next call for submissions will open in Autumn 2015. Atkins“Atkins’ endeavours have demonstrated that we are prepared to push ahead and offer something new to prospective employees, which should stand us out from our competitors.

” BAE Systems “At BAE Systems we value diversity because it benefits our people and helps our business grow. There are many ways in which we are supporting a more diverse and inclusive environment, and one such opportunity we saw was to create an additional route into our summer internship programme for individuals who are female and/or from a Black, Asian or minority ethnic group.

”B-MEntor B-MEntor is a cross-institutional mentoring scheme to support BME early career researchers and is run by 3 London based universities: University College London (UCL), Kings College London and Queen Mary University of London. B-MEntor was launched in 2012 and some of its aims include encouraging BME staff to take on leadership and decision-making roles and to make a positive difference to BME staff with sustainable outcomes.

BT “BT is very proud of its well established and diverse networks for employees. The networks create a communication channel between members and the business; create developmental opportunities for members; enhance the corporate brand and work with our Inclusion team to plan and implement our diversity and inclusion strategy”Caterpillar "Caterpillar recognises that one of its key competitive edges, and therefore the reason for its success as a business, is its employees and the talent they bring to the organisation.

"Department of Health The Department of Health (DH) currently has 11 recognised staff networks spanning most of the protected characteristics defined in the Equality Act 2010.

The networks in DH cover: Disability, Race, LGBT (Lesbian, Gay, Bisexual and Transgender), Religion, Women, Maternity and Flexible working 14 Dec 2017 - Race case studies. The race case summaries are grouped into two categories: court and tribunal decisions, and conciliated outcomes..

DH also has a number of Staff Groups that provide targeted support to staff, such as domestic abuse, health and wellbeing and dyslexia.