In recent years, we have witnessed an alarming increase in incidents of institutional racism affecting various sectors of society. The lack of representation in leadership roles perpetuates disparities and undermines the progress towards a truly equitable society. This is not just a societal issue; it's personal.

Consider the case of a nurse who has been qualified for 15 years, working tirelessly on band 5, and has reached the last tier of pay for her band. She trains new nurses, passing on her wealth of knowledge and experience to those entering the profession. Yet when she applied for a management role last week, she was passed over. Instead, her junior - someone she trained and who only has two years' experience - was given the position.

According to data from Parker Review (2020), only 15% of FTSE 100 companies have directors from ethnic minority backgrounds. This lack of diversity at top levels can lead to unconscious bias or outright discrimination affecting hiring decisions.

We call upon the House Commons to address this urgent need for equality and representation in leadership positions across all sectors both public and private. We must combat rising incidents of institutional racism by ensuring fair treatment for ethnic minorities at all levels within organisations.

Proposed Actions:

Implementation of Public Sector Equality Duty Regulation: This would start with a scrutiny team that is able to access organisation data if there is a complaint. This is so we are able to check if practices align with provision of the la. The Scrutiny team would ideally would be independent to the organisation. We urge the House of Commons to enact regulations that mandate proportional representation of ethnic minorities in leadership positions within public sectors. For instance, if 20% of staff members are of black African descent, there should be corresponding representation in management to address the unique needs and perspectives of this demographic.

Equal Pay Provisions: Alongside representation, we advocate for laws that ensure equal pay for all employees regardless of race or ethnicity. Disparities in pay further exacerbate systemic inequalities and hinder progress towards genuine equality. We would like each organisation to report payscales and justification for differences to a scrutiny team so as to ascertain compliance. In the case of suppliers this would include access to data on how tenders are awarded and what the pay rates are.

Recognition of Institutional Racism in Law: There is a critical need to amend existing laws to explicitly recognise and address institutional racism. This includes making provisions for courts to interpret and address cases of institutional racism, which often manifest as marginalization, reduced equity of access to support and training opportunities, and discriminatory practices within various institutions. Including NHS Trusts, Police, National rail,  Schools Nurseries etc

Addressing Discriminatory Practices in Law Enforcement and Education: Police targeting of black individuals for punitive measures, along with discriminatory school policies disproportionately affecting ethnic minorities, must be addressed. Racial profiling and unfair disciplinary actions perpetuate cycles of marginalization and hinder opportunities for young black individuals, leading to adverse outcomes such as involvement in crime.

We implore the House of Commons to take decisive action to rectify these injustices and create a fairer society for all. By implementing the proposed measures, we can work towards dismantling systemic barriers and fostering genuine equality and inclusion. It is our aim to get 100000 signatures to allow this case to be considered for debate in parliament. It's time our leaders reflect our diverse society! Sign this petition now!