REEP - Executive Summary

Executive Summary

Introduction

The Wood-Sheppard Principles provide employers with a clear framework for positive action to ensure racial justice and equal opportunity in employment policy and practice. The Principles were launched at the end of 1993, following the publication of "Buried Talents", a survey of the race equality policies of some of the UK’s major employers.

The survey was undertaken by the Race Equality in Employment Project (REEP) which was set up by the ECCR (Ecumenical Committee for Corporate Responsibility) and the EEBC (The Economic Empowerment of the Black Community).

REEP’s work subsequently has focused on encouraging employers to endorse the Wood-Sheppard Principles and report on their progress in implementing them. In addition, REEP has promoted awareness of the Principles through conferences, presentations and the publication of a brochure sponsored by Littlewoods Plc.

During the last year, the executive committee of REEP has been preparing to take the work a stage further by developing an accreditation process which would enable REEP to work more closely with employers in helping them to implement the Wood-Sheppard Principles.

The Accreditation Process

The REEP Accreditation Process will consist of four stages which are:-

Appraisal – to identify which of the Wood-Sheppard Principles are and are not being fulfilled;

Development – to agree with an employer what action has to be taken, who will be responsible for that action and a realistic time-frame for implementation;

Implementation – to ensure that the action identified to fully implement the Wood-Sheppard Principles is being undertaken;

Monitoring – to ensure that the implementation of the Wood-Sheppard Principles has become an integral and sustainable part of the employer’s activity.

REEP – the future

REEP is now seeking to expand its funding resources to enable it to appoint a full-time Director who will be responsible for implementing the REEP Accreditation Process.

The North Kent REE Partnership has a distinctive place in this process, and is presently developing its own funding regime and the appointment of a part-time field officer.

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