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Do it Now Now is excited to announce the creation of its new Futures Board, launching in January 2021, a new fellowship for 10 leaders from Black-led social impact organisations across the UK. As part of the launch, Do it Now Now is looking for applications from Black people leading organisations that are committed to the development of Black communities in the UK and are in their first 18 months of operations, to be part of the 2021 Futures Board.
The Futures Board will be a group of early-stage leaders within the Black Third Sector building social impact innovations and in the early stages of their work and development.
Our founder, Bayo Adelaja has experienced the struggle to get access to people that have “been there and done that” and believes having someone that is further along their entrepreneurial journey and is ready to have really open conversations about what they did, how they did it and where they failed is invaluable to new founders. This was the inspiration for creating the Futures Board, to offer a system of support to founders who may not have access to the key tools or people to help take their organisation to the next level.
Bayo and the Futures Board will meet as a group on a monthly basis to share updates on the work each member is doing, discuss future plans and opportunities for collaboration. Bayo will present the developments taking place at Do it Now Now, our thinking on core issues within the Black community and what we are doing to address them. Members of the Futures Board will have access to Do it Now Now’s internal documents such as our 2021-2023 strategy, or financial statements, our grant applications and other sensitive information that will help them understand the context of our work in clear detail.
Futures Board members will also have the opportunity to ask questions, ask for help as a member of our team will always be on hand for a call on issues that may be plaguing their organisation’s development. Where sensible, we will include them as partners in our funding bids and support them to gain their own grant funding independent of Do it Now Now as well. We want to fast-track the development of organisations that we can signpost our beneficiaries to.
Do it Now Now was created with the belief that there are many incredibly talented Black people across the UK and in Africa, who given the proper tools, resources, expertise and support system, would build innovations that could change the course of our civilisations. As an organisation that seeks to engage Black people in creating those innovative solutions and as an organisation that has greatly benefited from the support of others, we believe the creation of the Futures Board will make a significant difference in the lives and trajectories of those who take part.
In the same way, as we work with our Non-Executive Directors and Trustee Board, these individuals will get the unvarnished truth about our work, the struggles we are facing as an organisation, the triumphs and the faults we have found as leaders of an organisation that doesn’t fit the third sector standard - we are unashamedly Black-led and Black focused.
We have always believed that it is impossible for anyone organisation to support every Black person across the world effectively. As an entrepreneurship, innovation and leadership organisation, there are many support mechanisms we cannot implement. So we are determined to ensure that as many Black-led, Black-focused organisations as possible can build effective, high impact interventions that will support Black people that we could not reach in ways we cannot support them.
If you would like to be part of the 2021 Futures Board, please send a 300-500 word summary of your entrepreneurial journey titled “This Is How I Got Here” to [email protected]. Use the email subject heading “This Is How I Got Here - Your Name” and send it our way before 5 pm on November 30th 2020. The essay should focus on your lived experience and the intervention you are developing/have developed. You can see Bayo’s version of the essay here - This is How I Got Here.
Do it Now Now is an advocate of equal opportunities and as such we strongly encourage applications from people from Black women, Black LGBTQ+, Black non-binary and Black differently-abled people.
If you would like to offer your support to the fellows we select in any way, please email [email protected] with details of your offer.
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COVID-19 is no longer only a health crisis, it is now also an economic one that is drastically affecting the employment landscape of our UK society. This is a fact particularly felt by young people, within that demographic, the most at risk at people of colour, and more specifically, Black people. That is because:
In this current climate, Black young people are losing hope for the future. The government’s Kickstart scheme that has the intention of creating work placements is a fantastic addition to the landscape as it supports the creation of jobs for young people across the country. However, the availability of jobs is not the only issue and based on our research, it isn’t the root cause of the impending youth unemployment crisis we are facing. The UK government seems to acknowledge that there is a skills gap because the Kickstart scheme requires employers to train their placement staff in key employability skills such as CV writing and time management. While important, it does not place any regulation or guidelines around what is satisfactory training for young people. It also does not specify that there must be a transfer of any hard skills that would truly ensure the employability of the young people in the future.
The pressing challenge is that economic security post-pandemic, particularly for young people entering into the job market at this time, is going to be dependent on privileges that they already have such as who their parents know or where they live. We don’t want this crisis to continue to exacerbate the opportunity disparity we have seen over the years. That’s why we are focused first on the creative and digital sector (the least diverse sectors with the most potential for young people to enter into). Our work, therefore, seeks to train young Black people in tech skills and creative skills from coding to graphic design, sound engineering and video production. These are the skills that will ensure that they can enter and maintain their place in the creative and digital sectors once they do get a job. Why the creative and digital sectors? Its because the creative and digital economies are vital to the UK, with employment in the creative sector growing by a third between 2011 and 2017 and 50% faster than the wider economy and we expect this trend to continue.
Despite the strengths of the UK’s creative/digital sector and the opportunities within it, we are not seeing people of colour benefit in ways that reflect our demographic representation. Barriers to entering and building a career within the creative and digital industries include socioeconomic status, a lack of understanding of education and career pathways, employer practices, informal recruitment practices, high levels of freelance/self-employment and the pervasive nature of unpaid internships as a route into the sector and building necessary experience. Underrepresented groups in particular face a lack of knowledge about the sectors and types of job roles. As in other parts of the economy, issues of unconscious bias within the creative and digital industries also impact on the opportunities for underrepresented groups. Whilst many businesses have been hit hard and are not currently hiring, opportunities are still available and the creative and digital industries are well placed to lead the economic recovery. Young people are being hit hardest both through job losses and as they leave education and enter the labour market during the sharpest recession for decades. As a result, we have developed an innovation that benefits those most in need who would otherwise be most likely to be passed over for opportunities, and support employers in the creative and digital industries to take advantage of this diverse talent pool.
The starting point for our work has been a recognition of the diverse and elaborate nature of communities and the need for a collaborative approach which allows us to assess progress from different starting points. At Do it Now Now we believe that community participation is both a process and an outcome. For us, change must be seen to be taking place and benefits must be felt, but for this change to be long-lasting it must be underpinned with learning and commitment. Therefore, we highly encourage and facilitate our beneficiaries’ participation in decision-making. We have found that creating a transparent process gives them the opportunity to engage in the mechanisms that run the process and empowers them to engage in employment systems effectively. The young people will each gain:
(1) A better understanding of and focus on their desired career
(2) An understanding of how to use their skills to inform strategic decisions and improve services
(3) Increased knowledge and skills of negotiating, client services, leadership and operations
(4) Increased knowledge of the employment ecosystem and key networks in their chosen field
(5) The ability to collaborate and build teamwork
(6) A support system of fellow creative and digital professionals to support them throughout their career
The Black experience is very different from that of other racialised and non-racialised groups. We have to contend with different issues, fall prey to different gaps in the availability of resources and are in need of different support mechanisms. We need this now more than ever and the moment we are in calls for it. Like the last economic recession, the Black community has been hit very hard by COVID and the economic impacts of the pandemic have created a real knock-on effect. Now more than ever, we need employers to understand the needs of Black people through the creation of opportunity and training through specific approaches they may not be used to. This funding will allow us to identify Black people, not in employment, education or training and support them in developing their hard and soft skills to ensure their future at work.
Through the program, we will ensure that the organisations we support to onboard the Black employees we train are able to contribute to the local and national effort for job recovery for young people. Our goal is to actively support every school in the UK and every business in the UK seeking to engage in fairer practices and increase the diversity of their talent pool. We see this becoming one of the predominant ways young Black people, particularly those that have not attended university, to gain access to the creative and digital sectors.
Our ambition is to solve the access to industry problem once and for all while also working with the organisations to decrease the diversity problem that also exists at the senior level of these organisations. We are creating a qualified talent pool for them to recruit from and then a diverse pipeline for senior-level positions from within their own organisation. Through the continued support we provide to their staff through myriad engagements and training opportunities, the employers that work with us will contribute to a much more equitable future for young people, while also benefiting from the innovative thinking that comes from a diverse workforce.
As we continue to develop, we see our definition of creative and digital industries loosening to include all businesses that are hiring for creative and digital entry-level roles. One of the key upsides of our innovation is that even when the young person is in the role, they continue to be supported by us, their programme peers and by the mentors we have connected them to through the course of the programme. This lends itself well into supporting Black young people at companies that are not yet truly diverse or where they may not have other key creative and digital senior leadership to help them make the most out of their role, position or help them further develop their skills. Thereby, we are ensuring that even those young people who are somewhat isolated in terms of race or skill-wise are being effectively supported.
In the future, we expect that every business will have to own up to its part in the diversity and inclusion issues we are noticing across all industries. We are positioning ourselves to be a key player in the solution of the issue in a way that plugs into the needs of employers while solving the problem at its root.
If you would like to support us or engage with us on this subject, please get in touch with us directly via our contact page.
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We believe the changes that are to be made for the continued development and betterment of our collective society must be drawn out from the lived experiences and acquired expertise of people that represent the populations that we are trying to support. Beyond statically giving people the opportunity to access resources through a globally viewable website or “open” application form, organisations that hold the key to the further development of our integrated societal systems through fellowships, funding, resource allocation and more must seek to be actively inclusive of marginalised populations. This is the only way to ensure that the future we create will have a marked positive difference to the present day we currently inhabit.
The world we are building is one in which each person has access to the tools and resources they need to effectively engage in the systems around them to affect positive change for the benefit of all stakeholders. So what happens when a vast majority of the connected population to a system of services, principles and governances is not? You rarely attain forward movement and instead get a re-constitution or re-make of the things that were seemingly successful before. More of the same isn’t what systems change is about. We need to upheave deep-rooted behaviours that stem from the allowances of policies and practices that are no longer fit for purpose.
There are a few key methods that organisations can adopt to ensure that their work is both actively diverse and effectively inclusive. Here is our vehicle, RED METRO; it is formed of 8 keys organisations can use to ensure they are putting Diversity and Inclusion at the centre of their systems change initiatives:
We implore clients to work within as many varying circles as possible when seeking opportunities to attract potential candidates. As your organisation seeks to employ people from diverse backgrounds and demographics or gain access to skilled volunteers, some creativity will have to be utilised to help your organisation compete with the big companies who can pay more and offer better perks. First tap into the motivation of the potential employees or volunteers. Second, ensure that you are authentically and actively reaching into community groups and professional networks that specifically cater to the demographics you are seeking.
The most effective way to ensure systems change within your organisation is to ensure that the people with a vested interest to see that change come about are effectively empowered to voice their opinion and move the culture of the organisation forward in a way that includes them well. There are a number of methods your organisation can adopt to increase the active engagement of underrepresented people. One such way is to break the barrier between ranks and create open floor discussions on as many things as would make sense.
For your organisation to succeed in its attempts at reshaping the internal policies and practices to suit more demographics of people, the leaders must be willing to divest power to change aspects of your organisation to the employees that are directly affected by any organisational change. Divesting power is the overall theme of this work and it runs central to all the suggestions that we can make. You must submit to the influence of your employees and other key stakeholders to ensure your future success as an organisation.
As an organisational leader, it is up to you and your employees to develop a set of metrics that you can commit to in terms of your Diversity and Inclusion initiatives. You might want to consider a place-based approach in some of this. For example, the Black population in the UK is 3% whereas the Black population in Lambeth (London) is 30.4%. If your organisation is based in Lambeth and delivers its work in Lambeth, it makes sense to commit to a 30% Black population in your workforce or volunteer brigade. We also suggest that you develop and utilise a wellbeing survey and a culture survey for your entire workforce on a bi-annual basis.
This is about ensuring that the interventions you are adopting are having the desired result for your organisation. By adopting effectiveness measurements across your Diversity and Inclusion work you will be more able to ensure that you are remaining cost-effective in your engagements and that you can continue this work for the long term. The last thing you want is to adopt a flash in the pan campaign that costs a lot of money, doesn’t have the desired effect long-term and eventually breeds animosity towards the leadership.
It is important to recognise that though you have hired people from different demographics for the same role, their starting positions are in fact different. As an organisational leader, you have to figure out what the needs are of your individual employees and support them effectively to get to the next stage within your organisation as cost-effectively as possible. From a Diversity and Inclusion perspective, you should be targeting your development initiatives first to those in most need of support.
This goes beyond ensuring that the senior management has a reporting system that holds them accountable, e.g. trustee board or investors. The type of reporting we are referring to is done by individuals within the organisation to give the senior management a 360-degree view of what is happening in real-time. If anyone in your organisation sees something that they think contradicts the culture you have intentionally set within the organisation, they should be able to tap into an existing reporting structure that will evaluate the complaint and update them on the situation when it has been addressed and again when it has been resolved.
The first real interaction your employees will have with your organisation is through the onboarding process that you create. It is therefore in your best interest to ensure that the culture you have intentionally created for your organisation rings true in that process as well. Something we encourage our clients to adopt is a suite of training that takes place in the first three months of every employee’s lifespan in the organisation. This includes unconscious bias training, workplace race relations and training to support employees as they combat imposter syndrome. Provide a compulsory suite of training as well as a few options they can engage with based on their own known needs.
RED METRO is how you can engage in effective, long-term systems change that has Diversity and Inclusion at its centre.
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We are pleased to announce a fund, raised from the Paul Hamlyn Foundation, to support Black-led charities and social enterprises making a difference in their local communities across the UK.
Common Call is poised to redress the lack of resources, skills and tools that inequality of resource allocation metes upon the Black community in the UK. Through the provision of funding and wrap-around support, we will empower Black people building organisations that have been negatively affected by the COVID crisis to engage actively and beneficially in the communities in which they live.
To understand the impact of COVID-19 on our community, we carried out a few in-depth interviews with founders. Based on those interviews, we understand that the key challenges they are currently facing in the COVID-19 crisis are:
Black-led organisations are often unable to access the amount of funding that is needed to carry out great pieces of work that will create a transformative impact on underserved communities around the country because they have limited track record of finance or funds management. We have the opportunity with this Common Call COVID Fund, to provide a package of funding and support into highly promising yet underserved organisations. Through this fund, we can support them and give them a better chance to continue their services and navigate this crisis.
We expect our beneficiaries will be primarily working in:
Our goal is to make it easier for Black people with lived experience of key issues to build and sustain social enterprises and charitable organisations that solve the problems they had to fight to overcome.
Black-led charities and social enterprises can apply for unrestricted grant support ranging from £1K-£3K which will come with 1 year of support to help them bridge the gap that the COVID crisis created in their organisation’s trajectory while also providing them with access to key experts and peer that can help them grow their work sustainably and effectively in the future.
We will help grantees:
The first round of applications is open throughout August 2020 and funds will be disbursed in Black History Month, October 2020.
Applications should be made on the Common Call website - www.commoncall.fund
Bayo Adelaja | Chief Do-er | This is how I got here