Introducing: Action for Race Equality’s Youth Action Network!
Payal Bhavsar
A key element of our work tackling employment inequalities is harnessing the lived experiences of young people from Black, Asian, Mixed heritage and minority ethnic backgrounds.
Through our Building Ethnic Diversity in the Youth Employment Programme (previously referred to as our Youth Futures Foundation Infrastructure Resilience Programme), ARE is thrilled to have set up a specialist Youth Panel, made up young people aged 16-24 across England who are passionate about improving employment outcomes for themselves and their peers.
Today, we’re delighted to reveal the new look and name of this youth panel: ARE’s Youth Action Network (YAN) with its very own logo!
The logo takes inspiration from ARE’s emphasis on calling for meaningful action across policy and businesses, and an integrated approach to finding solutions to the issues stopping young people achieving economic and career success due to barriers they face in education, employment and the criminal justice system.
This design was chosen following a brief co-created with the youth panel members, and given to aspiring graphic designer Ruby Louis, who was tasked with creating a youth-centered logo.
Keep your eyes peeled to spot the logo on our social media channels and website to find content from our Youth Action Network!
Voices from the Youth Action Network
When they first joined ARE, we asked the YAN to share their thoughts on issues that matter to them. They came up with a range of issues, as well as solutions, to employment inequities.
Photos by Luke Agbaimoni
Read what they had to say below…
Ishita Islam
Microaggressions
People from minority ethnic backgrounds tend to be the token or the only ‘person of colour’ in their workplace. As a result of being the only one, people feel more comfortable and free to comment negatively on their culture, clothes, food, hair, or even names. This type of behaviour is often not called out; others can join in on the ‘jokes’ which are often microaggressions. Once called out or reported, people can be ostracised, ‘ blacklisted,’ or seen as ‘ruining the fun.’ To combat this, companies must do more than just ‘investigations’ – because more times than not, these investigations lead to no sanctions for these microaggressions. To foster an environment where everyone feels comfortable, there must be a zero-tolerance policy towards any form of bullying, including microaggressions.
Lynn El-Masri
Targeted solutions
I come from a Middle Eastern North African (MENA) background and feel the employment challenges faced by individuals from the MENA region differ to other minority ethnic groups, despite their immense talent. My own personal experiences of barriers in accessing education and employment opportunities emphasise the need for inclusivity. My proposed solutions would be to include blind recruitment, diverse interview panels, local employment hubs, recognition of foreign qualifications, language classes, and support for MENA entrepreneurs. I would like to urge stakeholders to create targeted programmes, accessible education, and inclusive environments to bridge the employment gap, fostering a society based on fairness, equality, and ample opportunities for all.
Sahil Sandhu
Levelling the playing field
Discrepancies in career and opportunity resources between low socio-economic and privately funded schools can be mitigated by implementing effective government initiatives. We should advocate for national policies that create more effective career networks in schools by allocating additional resources, funding, and support to schools in economically disadvantaged areas; this will help level the playing field and provide students with the necessary tools to explore diverse career paths and gain confidence after compulsory education.
Sulaimaan Smith
Disabilities
Hidden disabilities, such as autism, are often interpreted differently amongst individuals. This leads to discrepancies between understanding different characteristics and traits in people and it can often be seen as quirky or positive in a White person but seen as aggressive or suspicious amongst people of colour. This can be further exacerbated by an individual’s appearance such as a headscarf or hairstyle.
Taha Tariq
Inclusive communities
In London’s diverse heart, the workplace often feels isolating for BAME individuals like me. Current employment practices tend towards superficial diversity, neglecting genuine inclusivity. In environments lacking representation and cultural sensitivity, questioning our belonging and aspirations becomes inevitable. Policymakers and employers must spearhead substantive change: prioritise social mobility, invest in quality local programmes, and transcend traditional recruitment paradigms. Let’s cultivate workplaces where everyone, regardless of background, feels valued and sees a future, ensuring that opportunities are not the exclusive privilege of those from elite educational institutions.
Witney Aiguokhian
Knowing your rights
I think an issue that isn’t highlighted enough when it comes to young people in employment is what rights they are entitled to. For example: the maximum amount of hours they can work a week, the length of their breaks and what times they cannot work past. This often leads to the exploitation of young people as employers take advantage of the fact that young people are not aware of their entitlements. I think that there should be a conscious effort to inform young people of their rights when it comes to employment, perhaps through workshops, social media campaigns and even taught in PSHE lessons.
Building Ethnic Diversity in the Youth Employability Sector
The Youth Action Network forms part of our two-year programme for the Black, Asian and minority ethnic-led employability sector. This programme has been made possible thanks to the generous support of the Youth Futures Foundation’sInfrastructure Resilience Fund.
