I’m a second-generation Pakistani Muslim within my family and a second year Computer Science BA student. Establishing and being part of an ethnically diverse network takes great courage, vision, determination and humanitarian effort and serving others at a sacrifice to oneself, which is not taken up by many and I would be a privileged to be a part of.

Firstly, I would like to address the use of the acronym ‘BAME’ (Black and Minority Ethnic) which is a term imposed by our government and whilst this attempts to label diverse cultures it doesn’t cover everyone who falls with this category such as Gypsy, Roma and Traveller of Irish Heritage groups. Ideally, we need to change the way we are seen which is ‘ethnically diverse’ and be recognised as having a diverse range of ethnicities, cultures, sub cultures and genders.

My suggested strategy for the next year would be: -

· Build Critical mass evidence (evidence not emotions)

· Talk and listen; document how our diverse cultures feel. ‘Listening Circles’ are being used by Kirklees Council as a way of creating a safe space for their culturally diverse employees so they can speak openly about their issues which are also documented anonymously.

· Build allies within the group and external diverse community groups and organisations, an example would be REN (Race Equality Network) or other diverse leaders such as KLTV (Kirklees Local TV)

· Look at best practice

· Realistic targets (less is so much more)

· In order to achieve affective change, we need to understand and look at how decisions are made within governance; who makes decisions about our diverse minorities

· What happens when there is a policy or leadership change how are we affected

· Look at the tools to help us make these changes such as positive actions protocols, 2010 Equality Act and use moral reasoning as opposed to race reasoning

· Celebrate achievements of diverse individuals

· Celebrate important events within different cultures for example, Eid, Diwali, Hanukah, Christmas, Chinese New Year etc, hold outdoor food stalls representing all different cultures and communities.

· Introduce a reverse mentoring programme for staff and by building an understanding of the mentee’s point of view. This provides the opportunity for leadership to walk the talk when it comes to inclusion and directing culture change leading by example.

This role aims to look at how we can improve the experience of diverse cultures at LBU but in doing this I feel that we need to take care that we are seen to be independent and not becoming clientelistic subordinate leaders. Although I don’t have experience of working within a formal network my cultural background itself provides me with the essential skills required for this post such as self awareness, leadership, communication, goal setting and building relationships