Green Park celebrates ethnic minority leadership with Top 100 BAME Leaders Index
Green Park has released its third annual Top 100 BAME Leaders in Business Index to celebrate the professional achievements of Britain’s ethnic minority leadership community and their commitment to delivering positive change. The full list can be found at: https://green-park.co.uk/bame100/#people.
This year’s Index, celebrated at a recent House of Commons event, includes leaders from private, public and third sector organisations across the UK, highlighting the importance that ethnic minority role models have in helping to inspire the next generation of black, Asian and minority ethnic (BAME) leaders.
The Index is designed to showcase the talent, experience and expertise of ethnic minority leaders who are still currently chronically under-represented at board level in organisations of all types.
Green Park applies a strict selection criterion to identify 800 ethnic minority individuals that comprise the talent pool from which the Top 100 will be selected, with the majority occupying director, executive and non-executive positions. To establish the final shortlist for the Top 100 BAME Leaders in Business Index, Green Park applies a propriety scoring methodology judged by an independent panel of experts, which identifies candidates’ professional achievements and commitment to delivering positive change.
The expert judging panel includes Ken Olisa OBE, chief executive officer of Restoration Partners; Karen Blackett OBE, chairwoman of Mediacom Plc; Natasha Adams, Chief people officer at Tesco; David Tyler, chairman of J. Sainsbury Plc; and Amee Chande, non-executive director of BBA Aviation Plc.
Raj Tulsiani, CEO of Green Park, said, “If we are to truly change attitudes to diversity and inclusion in senior leadership across the public, private and third sectors we need to highlight that there are already talented candidates doing incredible work. The problem is that there are not enough of these leaders. We need action to ensure BAME talent in the leadership pipeline can break through the glass ceilings that remain in many organisations. Organisations also need governance structures that will appeal to the widest possible talent pool and to ensure an inclusive environment to prevent a talent drain.”
Photo provided by Green Park