#BAME authors

[scryarchives]

𝐥𝐨𝐬𝐭 𝐥𝐢𝐭𝐭𝐥𝐞 𝐝𝐫𝐞𝐚𝐦𝐞𝐫 - 𝐢𝐭𝐚𝐝𝐨𝐫𝐢 𝐲𝐮𝐮𝐣𝐢 | 𝐩𝐚𝐫𝐭 𝟐

kugisaki nobara never really liked the sight of bullying, so it's no surprise that she stepped in to save the new kid

masterlist | previous , next !

–pairings: itadori yuuji x oc

– warning: fluff, canon divergent, pre-shibuya arc

– author’s note: gahhhh im so so sorry if nobara's really ooc, im still watching s1 of jjk and im absolutely open to anyone who's willing to correct me!

disclaimer: i’m not of japanese descent and am unfamiliar with japanese honorifics, etc. feel free to correct me!

The wind rustled through the mid-autumn leaves, the air cool and biting despite the sun’s bright light shining down. A little girl with short, messy hair sat underneath the leaves, a dark blue puff jacket wrapped around her red tracksuit — a uniform of her school, which kept her little body warm under the shade of the trees.

“Tsubame!”

The six-year-old’s head perked up at her name, her wide brown eyes looking towards the glass sliding door that separated the backyard from her quaint home. Her mother, as elegant as ever, donned a smart blouse and dress pants, and walked towards her child, holding her hand out to her daughter’s smaller, outstretched one.

“Come, we should leave now or you’ll be late,” Chizuru hummed, guiding her daughter out of the house.

“And it’s your first day of school, we don’t want to have a bad impression.”

“But Okaasan,” Her daughter mumbled, looking away in embarrassment, clutching her mother’s hand tighter.

“Isn’t it weird that I don’t look like a girl?”

Chizuru glanced down at her child in worry, seeing the quiet child attempting to hide her face further into her puffy jacket.

“Bame,” Chizuru smiled, squatting down to her daughter’s height. "How you look doesn't matter, as long as you stay true to yourself, and my darling daughter, you're so much more than what you believe you are. Just remember, Otousan and I love you very, very much. You're gonna make so many friends and they'll adore you just as much as we do, okay?"

Chizuru watched the way her daughter's head lifted in the slightest, hazel eyes filled with hope before it darted down again, Tsubame settling for a small nod at her mother's words.

"Now, give me a smile!" Chizuru chided, her fingers darting to the little girl's sides, wriggling as she pulled giddy laughter out of her little one.

"There we go! Now you're all ready to go!"

Tsubame smiled widely at her mother, Chizuru standing up to her full height as they walked hand-in-hand to the direction of the school.

"Now, you remember how to introduce yourself, right? Why don't you give it a shot?"

"Ok! My name is Shu Tadashi, and I'm six years old!" She grinned before a frown of confusion rested on her chubby cheeks. "Okaasan, it feels weird having two names."

Chizuru chuckled, a light pat landing on Tsubame's head.

"Don't worry, Bame, it's only temporary."

"Promise?"

"Promise."

“Looks like the new kid has it rough, Kugisaki-chan.”

A red-headed girl followed her classmate’s line of sight, spotting a little boy with messy, dark hair, and eyes screwed shut. A group of boys surrounded him, fingers jabbed in his direction as they laughed and jeered.

“What’s going on there?” Kugisaki’s face morphed into a frown, as her classmate shrugged.

“Beats me, but boys will be boys.”

Kugisaki let out an unsatisfied hum as the school’s bell rang, signifying the end of their lunch break. She watched as the largest, the leader — she assumed, of the ring of boys, gave the new kid a hard shove before walking back to their class, her glare trained in the older boys’ direction.

She’s not even a friend anyway.

“Hey,” Kugisaki called out, despite her classmate’s various calls of warning; both not to approach the group and to return to class.

“Tsk, what do you want, little girl?” The largest boy sneered, crossing his arms as his friends behind him snickered at the eight-year-old before them, their faces screaming — “Such an arrogant girl! He’ll teach her her place!”

“What’s your deal with Tiny over there?” She pointed to the poor boy who rubbed his head, flinching at the sight of the leader’s stare as his feet took him to his class faster than any of them anticipated.

“Oh him? Nah, he’s just a weakling, and he’s a real sissy. He’s just an annoyance, yabbering about ghosts,” He shrugged before his smirk returned. “Why? You got a problem?”

The redhead girl stared him dead in the eye, searching his soul for any remorse, but there was nothing to be found other than a disgusting form of pride he held over having more power than a boy smaller than him.

“Nah, no problem,” She brushed her shoulder off, walking away as the boy rolled his eyes.

“Whatever.”

As per usual, these were the famous last words of a poorly judged boy, as when 3:15 came around, he resumed his hobby of picking on the new kid, who sat peacefully in his quiet classroom, a piece of paper taking shape in his hands.

“What do you have there, yowai?” He sneered, finding enjoyment in the way his hands instantly darted behind his back to protect whatever he was hiding.

“N-Nothing. It’s not important,” Tadashi muttered, hazel eyes darting away guiltily.

“It’s definitely important if he’s hiding it!” His lackey chided, surprising the young boy from behind, and catching him off guard.

Instantly, the paper in his hands collapsed on the floor, revealing a dainty little crane. Before Tadashi could reach for the folded piece of paper, his bully nabbed it, pinching it between his fingers with a scrutinising glare.

“This for me?” The boy grinned, watching Tadashi’s lack of reaction before crushing it in his large palm.

He watched with amusement, seeing the dread that grew in his victim’s eyes, a laugh bursting out of his accomplice who simply held the new kid back, preventing him from approaching his creation.

“Oh well, you were too slow. Too bad!” He jeered, leaning closer to the new boy. “But that’s what you get for acting smarter than all of us. You think you’re so great ‘cuz you entered halfway through the year? Boo, hoo, hoo—“

“Oi!”

Tadashi’s line of view instantly darted to the doorway, seeing the red-headed girl from lunch standing with her arms crossed, a sneer on her features aimed at the large boy.

“Back away from the new kid, loser.”

“You again?” He frowned, turning to face the girl. “And who you callin’ a loser? You always get in trouble with the teacher anyway with how many times you were caught wrestling.”

“That should make you even more scared of me then!” She huffed, rolling up the sleeves of her red tracksuit.

“What are you gonna do? Hit me? You’re a girl, you’re wea— ACK!”

A punch across his jaw cut him off as Kugisaki’s fist collided with his face, the boy’s lackey watching with horror as his friend stumbled back on impact, and Tadashi could only watch in awe of the girl before him.

“Y-You!” The boy glared. “You dare hit me?!”

“Quit whining, you pansy!” Kugisaki hissed back, parking herself in front of Tadashi as his bully’s friend walked up to the girl with a threatening glare, although the redhead child wasn’t affected by it in the slightest.

“You’re a freak!” He hissed, jabbing a finger in Kugasaki’s face, her eyelids lowered in boredom. ”Just wait til the teacher hears about this.”

“Akemi-sensei?” Kugisaki questioned before a smile grew on her lips. “That’s too bad, ‘cuz she believes everything I say. What can I say? Being a cute kid has its perks.”

The older boys froze in confusion, bare of a comeback to insult the girl. Instead, they reluctantly sauntered out of the room, but not without the older boy hissing a threat in Kugisaki’s direction before he left.

“You’ll pay for this.”

“Yeah, yeah, yeah, keep up your blabbering and maybe then you’ll finally run out of things to say,” She huffed, slamming the classroom door shut behind her, but not without sending an insulting expression in the older boys’ way.

The girl let out a scoff, turning around to check on the boy, but all she was met with was a look of awe and wonderment as the small boy quickly bowed in respect.

“Thank you for helping me, Miss! My name is Shu Tadashi and I’m six years old and forever in your debt!”

“Woah there! No need to call me Miss, geez. You make me sound so old,” Kugisaki sighed, waving her hand dismissively as the small boy stood straight once again, a disgruntled mumble escaping the slightly older student.

“And my name’s Kugisaki Nobara, not Miss. I’m eight, so I’m not that much older than you.”

“Kugisaki-chan, thank you for your help then!” Tadashi nodded, pulling out the crane he had pocketed, despite its slightly crushed appearance.

“Please! Take this crane as a form of thanks!”

“I don’t need your thanks, Tadashi,” She sighed. “Just make sure you better keep your mouth shut if anything happens.”

“I can keep secrets! I’m super good at it!”

“Really? Fine then! Prove yourself.”

A silence fell upon the two, Tadashi’s posture stiff before he started to fidget, a sigh escaping him.

“If I do, can you promise to keep this between us?”

Kugisaki eyed the boy up and down, letting out a sigh before nodding, finding that the boy had nothing against her at all.

“Fine,” She shrugged. “Spill the beans, then.”

“Okay, well, my name’s Tadashi, but I’m not a boy! I’m actually a girl and my name’s Tsubame, although my mother doesn’t want me to tell anyone ‘cuz it can cause trouble, though I’m not sure what, but you hafta promise me—“

“Geez! Okay, I’ll keep your secret! You ramble too much, sheesh,” The red-head girl huffed, but regret washed over her as she saw the younger girl shy away ever so slightly.

“But uh, Tsubame, huh?” She questioned, watching the younger girl nod, eyes regaining their eager shine.

“I’ll call you Tsu-tsu. Hey, shouldn’t you be going home soon?”

“Oh no, my mama is picking me up later at four, my papa’s still at work until five!” Tsubame shook her head, recalling her parent’s work schedules. “So I’m gonna be here waiting until then!”

“Nonsense, come over to my place,” Nobara nonchalantly tucked her hands into her pockets. “I can get my parents to call yours and you can hang out with me while waiting.”

“No way, really?” Tsubame’s smile grew, Nobara smiling slightly before she cleared her throat.

“Yeah, totally. But on the condition that you tell me whenever jerks pick on you, and you call me Nobara. No need for honorifics or whatever, you don’t need to be formal with me.”

“Does this make us friends then?”

Kugisaki went silent for a while as she pushed the classroom’s door open. She’d never really opened up to anyone other than Saori, and the idea of having a new friend who she’d have to constantly watch over did make her wince… but who else did Tsubame have?

With a nod, she held out a thumbs up.

“Yeah, we’re friends.”

“Awesome!” Tsubame beamed, pulling the straps of her backpack over her shoulders while following her new friend out of the classroom, the two chatting along the way.

“Oh, by the way, I have another friend you’d have to meet.” 

“Another friend? Nobara you’re so cool!”

“I know I am. You don’t need to remind me.”

gif by @kakiriyo

taglist: @mooncleaver @underwateredwrld @mcmisbehaving @neteyamrealgf @khany2026 @tinkerbelle05 @iheartamajiki < comment/dm me if you’d like to be on the taglist! >

[gollancz]

Locus Awards - Vote for Gollancz!

The annual Locus Awards close for voting on 15th April - anyone can vote, for their favourite SFF books, authors, short stories, editors, magazines and fanworks!

You can vote here! Voting is open to anyone, you just have to request a link.

We have a number of nominations, hidden below the cut for easy reference! (Write-ins are also welcome if you have any books you adored but which aren't currently listed)

BEST SCIENCE FICTION NOVEL

The Thousand Earths, Stephen Baxter

Eversion, Alastair Reynolds

The This, Adam Roberts

Beyond the Burn Line, Paul McAuley

The Red Scholar's Wake, Aliette de Bodard

BEST FANTASY NOVEL

Aspects, John M. Ford (published under our Gateway imprint, with introduction by @neil-gaiman)

The Cartographers, Peng Shepherd (published under our sister imprint Orion)

BEST EDITOR

Gillian Redfearn, Gollancz

Maybe we're biased, but Gillian's the best. She's been at Gollancz nearly 20 years, and is the editor for Brandon Sanderson, Joe Abercrombie, Alastair Reynolds, Aliette de Bodard, Joanne Harris, Garth Nix, Elizabeth Bear, Patrick Rothfuss, Miles Cameron, Chris Wooding, Sarah Pinborough, Charlaine Harris... the list goes on! The only UK-based editor to be shortlisted for a Hugo award, she's also genuinely one of the nicest people you will ever meet.

BEST PUBLISHER

Gollancz

We are the oldest dedicated SFF imprint in the world. Founded by Victor Gollancz in 1927, we were the original home of George Orwell, Daphne du Maurier, Kingsley Amis and many others. Victor Gollancz was a proud humanitarian, and that informed his publishing ethos. A newspaper review in 1933 read, "On a yellow Gollancz wrapped you will alway find a black V on G. You may interpret it as either Victor Gollancz or as Very Good, and in either case you'll be right." In the 1960s, Gollancz became a dedicated SFF and horror imprint, and has continued to publish some of the best works in the genre. Through our SF Gateway list, we have created an archive of books which has rescued and reissued books which had never before been digitised, as well as collecting some of the greatest SFF ever written.

In 2019, we partnered with Ben Aaronovitch to launch the Gollancz and Rivers of London BAME award, looking for British writers from underrepresented backgrounds. The success of this led to it expanding into its current form as The Future Worlds Prize, which now involves several UK SFF publishers.

In 2021, we won the British Book Award for Best Imprint - the first time it had ever been awarded to an SFF imprint.

We have big plans to keep growing in the run up to our centenary, and we can't wait to tell you about them!

[im-just-kinda-here-k]

OK I should make a proper pinned post

I'm like acespec adjacent? Like I'd never date or bang someone but ppl r still attractive u kno. There's probably a term for that. (Google wouldn't tell mee)

EDIT TEST

I'm your local autistic dude staving off existential dread with bideo bames.

If I come off a bad way when talking to u, remember I am a troglodyte and am trying my best

Interests: rainworld, Hollowknight, spore, stellaris, deep rock galactic, ultrakill, scp, carrion, rimworld,

Hobbies: videogames, and trying to get into drawing, not doing so great

And finally, a rundown of my ocs!

Shei: he/they, human, a bounty hunter with shape-shifting abilities that are painful to use. This has lead to him becoming addicted to painkillers, and when in withdrawal the pain causes his powers to take over

Vidri: he/they elf, a skilled geneticist who sells designed organisms for a living. They and shei are very close but not in a romantic way. More like siblings.

Lum: she/they moth? Vidris greatest creation, an upsised moth with human intelligence and powerful psionics. They are a child, and spend their days experimenting with her psionic powers and goofing off. Has learned how to make the best goddamn soft tacos in the universe.

World: this Lil family lives a couple centuries into our earth's future. Many new kinds of tech exist, but little authority to regulate its use. Our gang lives in a megacity located... somewhere. I'll think of something eventually

[hjellacott]

“It’s an absurd take on Black history,” says Steven I Martin, Black British author and historian. “It is set at a time when Britain was the largest trader in human lives on the planet. Slavery was central to the British economy.” Martin accuses Bridgerton of “inviting, or fomenting, the forgetting or overlooking of the realities of that period”.

Martin finds Bridgerton’s race fantasy problematic for other reasons: “There are no other groups to which this absurdity would be applied,” he says. “I often offer the example of having a series set in the Germany of the 1930s – all ethnically harmonised simply because the Führer married, say, a woman of Jewish background. It would just be laughed out. Somehow this – having people of African origin, expecting us to be happy with this twisted image of ourselves – seems to be acceptable. I find it really, really uncomfortable.”

"I worry that everyone now starts putting Black characters into their productions. This reflects our current interests – but undermines the history"

Yet the Bridgerton franchise has been hugely successful all over the world – third and fourth seasons are in the works. For BAME viewers, it is refreshing to see people of colour in aristocratic finery, rather than the rags of servants and enslaved people. For white viewers, it’s colonial history without the racial baggage – all the gilt, none of the guilt.

[v-arbellanaris]

"tingz" after making fun of my accent the entire time we were friends........... suddenly speaking as if she's an authority on BAME communities when she lit actively stayed away from other students from those communities in our year because *racist bs* and told me i was "too negative" for talking abt racism and misogyny in STEM and academia all the time.... I HATE THIS

[jaylaxies]

this might be so random but i don’t know if you know this story (i have been trying to find it for the longest time but i guess i have liked too many posts…) BUT OKAY it’s like heeseung x f reader and i think heeseung is like a realtor and the reader is his roommate and like she thinks gets girls all the time in his room so she hide underneath his bed or somehow she is under the bed and heeseung “fucks” the girl he has over then he finds out reader is underneath but doesn’t tell her until some time in the story he fucks her lr something along the lines of that.. I CANT REALLT REMEMBER THE BAME OR AUTHOR IT MIGHT BE ROOMMATES OR SOMETHING HELPPPP

GUYS LMK IF YOU KNOW THE FIC! help anonnie put :3

[itsrattysworld]

Without Prejudice Mervelee Myers List HMCTS District Judges Sterlini Hayes Bell Naidoo In The Misogynistic Judiciary Of England Wales Criminal Justice System Crown Prosecution Service Cover Up Of UEL Richard Harty MIC Mastermind Abusers Rings LEYF CEO June O'Sullivan Drag Queen Storytellers Jumping Ship EYFS Why I Am Gag Richard Blakeway Will Get A Taste Of His Medicine Put Fight4justice On Customer Panel For Skills Experiences As Minute Taker Of Scrutiny Twitter Documents Hermoine Cameron Of Landlords Advocating On My Behalf Threats Of Imprisonment Eviction Contempt Of Court Breach Equality Act Based On Housed Re Domestic Violence 2000 Am Victim Of Narcistic Neighbour Coerced To Traumatize Arnold Ebenezer Tomlinson And Me Systemic Discrimination Start Kings College Hospital NHS Foundation Trust Glendalyn Aboagye Former Nurse Manager Figure Head For Allegations Gayle Lewis PALS Failure To Get Back Re Neglect Of Husband Assault Nexus Health Group NHS England After Practitioner Denis Studied Kings College London Using Gadget RADAR-CNS Mental Health Research Tony Cealy Will Not Whitewash CAMHS For Lambeth Black Boys Need Help To Deal With Emotions Not To Hate Girls And Mothers Generational Traumas Of Generational Curses Destroy BAME Community In UK Rev Rose Hudson-Wilkin Must Join Fight4justice Against Hate Crimes Of Women Children 30/8

Refer to TABLE OF CONTENTS Dedication Acknowledgements Preface The Crown Prosecution Service Misogyny                          1  Mervelee Myers’ Safeguarding Policy Adapted                  2 Autobiography of Mervelee Myers at H4W                            3 The Expert Authority on Subjects Cradle to Grave           4 The HMCTS Violent Nuisances Exposed…

[transition-with-the-torah]

Title: Jews Don't Count: How Identity Politics Failed One Particular Identity

Author: David Baddiel

Format / Cost: Audiobook (free via Libby). For reasons I don't know, my library only has access to the audiobook version, and it was approximately 2 hours and 48 minutes (categorized as 'nearly 3 hours'). It was author narrated and released at some point in 2021.

2021 wasn't forever ago, or anything, but also, it felt like recounting a slice of British Twitter from about 2015 to no later than October 2020 [and the release of a particular report about antisemitism within the Labour Party] happened so long ago. Granted, talking about antisemitism isn't exactly something that seems to not be relevant. The basic idea wasn't that hard to grasp - Jews are viewed by Progressives as not actually counting as a marginalized group - and unsurprisingly, a lot of the examples pull from British culture: that one football club and derogatory use of 'Yid', T.S. Eliot poems read on BBC that ignored antisemitic language, Roald Dahl and his estate's sort of apology over antisemitism while Roald Dahl Day is seemingly popular, casting non-Jewish people to play Jewish actors in specific theatrical productions (relating to BAME casting efforts), and the like.

(This has been tagged as #reviews for personal organization on my blog and may not be considered a complete or satisfying review by others. It continues under the read-more.)

It's not that Baddiel is outright incorrect about his examples and the message he's aiming for, but there's something about the method of delivering that message that seems annoying at times. It might be that one part really has a lot of Twitter and how some people have been Canceled (just not for antisemitism), which requires listening to tweets being quoted. (I really don't want to hear someone try to recreate a laugh like that again.) It might be that some textual phrasing winds up feeling very blunt and not that hard to interpret uncharitably. It might also be that post-October 7th, it seems odd to skip over antisemitism based on treating diaspora Jews as Israeli, loyal to Israel, or acceptable outlets for I/P frustrations because of Baddiel's 'I'm in the diaspora so who cares about Israel' approach.

Mostly, some parts feel like they're useful for non-Jews to get a sense of how antisemitism didn't magically stop with the Holocaust. The idea of a hierarchy of racisms - where the proximity to US based Black vs White racism is recognized as racism with racism against other groups descending in recognizability - might ruffle some feathers. On paper, the idea could work for some non-Black groups, particularly outside of the US with US ideas of racism taking up most of the oxygen, but the actual conversations Baddiel references about this seem to suffer from being Twitter based and may not feel reflective of Black experiences either. (To me, this idea of a hierarchy of racisms is about recognizing racism as happening, but the idea that different racisms are treated as more important than others may not feel true to lived experience.)

Overall, I think this book can be a conversation starter for some readers, but it's definitely not going to feel like it manages to cover everything. Viewing Jews as too rich, too socially powerful, and/or as too close to being White and therefore 'Jewish racism isn't a thing' can explain some aspects of antisemitism, but there were some moments where I thought looking at other conditionally-white groups and seeing similarities in not being 'fully white' might have worked better than contrasting with Black racism examples.

Posted: 18 March 2024.

[shiftingwithmars]

WANTED TO USE THE BAME WREN BEAUMONT FOR ONE OF MY BOOK CHARACTERS BUT THERES ALREADY A VERY WELL KNOW CHARACTER WITH THAT NAME IN ANOTHER AUTHOR’S SERIES😭

[elite-recruitments]

Breaking the Barrier: Diversity and Inclusion in Actuarial Recruitment

Diversity and inclusion in actuarial recruitment is an essential issue that requires attention in the actuarial profession. According to the Financial Conduct Authority (FCA), there is a significant under-representation of women and Black, Asian, and minority ethnic (BAME) individuals in senior roles within financial services. Similarly, the Society of Actuaries (SOA) and the Casualty Actuarial Society (CAS) have reported a lack of diversity in the actuarial profession.

The low percentage of diverse candidates entering the field suggests that there are barriers that prevent underrepresented groups from accessing opportunities in actuarial recruitment. This blog post will explore the current state of actuarial recruitment, the barriers to diversity and inclusion, and strategies to overcome them. Join me as we delve deeper into this topic and explore ways to break down these barriers!

The Current State Of Actuarial Recruitment:

Despite efforts to promote diversity and inclusion in the actuarial profession, the industry continues to endure a lack of diversity in its workforce. According to the Society of Actuaries (SOA), only 22% of new actuarial associates hired in North America in 2020 were women, and only 11% were Black, Indigenous, or People of Color (BIPOC). This lack of diversity is not unique to the actuarial profession, as it is also common in other industries that require strong quantitative skills. 

The actuarial profession in India also faces a significant lack of diversity in its workforce. Despite efforts to promote diversity and inclusion, the industry struggles to attract and retain underrepresented groups. According to the Actuarial Society of India, only a limited percentage of its members come from diverse backgrounds, with women and BIPOC individuals being particularly underrepresented.

This lack of diversity has implications for the industry’s ability to address emerging risks and challenges, limit inequalities, and effectively serve a diverse customer base. To address this issue, India’s actuarial sector must prioritize diversity and inclusion in its recruitment efforts. It includes creating targeted initiatives to attract and retain underrepresented groups, providing mentorship and networking opportunities, and fostering a culture of inclusion. By doing so, the industry can better serve its customers and remain a competitive and relevant field for years to come in India.

The Barriers to Diversity and Inclusion in Actuarial Recruitment:

There are many barriers to diversity and inclusion in actuarial recruitment,  contributing to the lack of representation of women, BIPOC individuals, and other underrepresented groups in the industry. Let’s look at some of the barriers. 

#1 Lack Of Awareness & Understanding: Many individuals from underrepresented groups may not be aware of the actuarial profession, its career prospects, or the skills required for success in the field. Additionally, this profession may not be well-known or understood in some communities, which limits interest and participation.

#2 Limited Recruitment Efforts:  Actuarial firms and organizations may not actively recruit from diverse pools of candidates or may rely on traditional recruitment methods that are ineffective in reaching underrepresented groups.

#3 Bias In The Selection Process: Unconscious bias in recruitment and hiring can limit opportunities for underrepresented candidates. It includes assumptions about a candidate’s qualifications or fit for the role based on factors like gender, race, ethnicity, or socio-economic background.

#4 Lack Of Diversity In Leadership & Mentorship: A lack of diversity in leadership and mentorship can limit opportunities for underrepresented groups and contribute to a lack of diversity in the industry. Without role models and mentors who can offer guidance and support, individuals from underrepresented groups may not feel supported or encouraged to pursue careers in actuarial science.

#5 Limited Access To Resources: Underrepresented groups may face additional barriers, such as limited access to educational resources or financial support for exam fees and professional development.

Breaking The Barrier- The Strategies To Promote Diversity and Inclusion In Actuarial Recruitment

To promote diversity and inclusion in actuarial recruitment, organizations and firms can implement several strategies:

Targeted Recruitment: Actuarial organizations and firms can partner with universities and organizations that serve underrepresented communities to identify and recruit diverse candidates. It can include participating in career fairs, sponsoring scholarships or internships, and creating mentorship programs.

Inclusive Hiring Practices: Organizations can review their hiring practices and ensure they are inclusive and equitable. It can include using diverse hiring panels, implementing blind resume reviews, and providing unconscious bias training for hiring managers.

Leadership Development: Organizations can prioritize leadership development for diverse candidates by creating leadership programs focusing on building skills, providing mentorship opportunities, and creating networking events.

Employee Resource Groups: Employee resource groups (ERGs) can create a supportive environment for underrepresented groups within an organization. ERGs can provide networking opportunities, mentorship, and advocacy for their members.

Diverse Role Models:  Organizations can promote diversified role models within their industry to inspire underrepresented candidates and showcase the possibilities of a career in actuarial science.

Accessibility: Actuarial organizations and firms can ensure their recruitment and hiring processes are accessible to all candidates, including those with disabilities. It can include providing alternative interview formats, accessible websites, and accommodating exam and testing arrangements.

Financial Support: To remove financial barriers to entry, organizations can provide financial support for exam fees and professional development for underrepresented candidates.

EliteRecruitements – How We Can Help Organizations Promote Diversity & Inclusion?

To promote diversity and inclusion, organizations must rely on an experienced actuarial recruitment firm. In this context, EliteRecruitements can help organizations source the finest actuarial talents while maintaining a diversified and inclusive actuarial portfolio. As a recruitment firm, we understand that a diverse and inclusive workforce is essential for any organization’s success, and therefore, we actively work towards sourcing candidates from different backgrounds and experiences. EliteRecruitments recognizes that the actuarial profession has historically been dominated by a specific demographic, and as such, we are committed to breaking down these barriers by promoting diversity and inclusion. 

We work closely with our clients to understand their needs and provide customized recruitment solutions that align with their diversity and inclusion goals. Our recruiters help companies create an inclusive workplace by avoiding bias in the recruitment process. In addition, EliteRecruitments ensures quality sourcing by utilizing a rigorous selection process to identify top talent from diverse backgrounds. Our commitment to sourcing candidates from diverse backgrounds and advising our clients on best practices for diversity and inclusion has helped to break down barriers and create a more inclusive profession.

[elakiyaweekly]

Labour proposes equal pay rights for BAME workers

Under a proposed race correspondence act, the Work Party intends to widen the extent of existing equivalent compensation freedoms, right now stood to ladies, interestingly, to incorporate NAME (Dark, Asian, and minority ethnic) laborers, close by people with handicaps, a selective report by The Gatekeeper said.

This drive expects to make everything fair in pay value, with an arranged staged execution, with a methodology intended to permit businesses an adequate chance to change their practices to guarantee even handed remuneration for all workers, with arrangements for retroactive compensation starting from the date the law is established.

In the midst of reactions to the sluggish execution of the Windrush remuneration plot, Work vows to name a Windrush magistrate upon political decision triumph. This job is imagined to resuscitate endeavors for equity for the Windrush age, possibly moving the remuneration plot from the Work space to guarantee proficiency and responsibility.

Keir Starmer's obligation to a race correspondence act was first guaranteed in 2020, with the foundation of a taskforce drove by Doreen Lawrence. In any case, the postponement in giving particulars feels a little skeptical about the party's devotion to killing primary prejudice.

This drive comes as a reaction to heightening disparity, eminently influencing BAME people through different emergencies and foundational cuts.

Anneliese Dodds, shadow secretary for ladies and correspondences, stressed the desperation of tending to race uniformity.

She said, "Imbalance has taken off under the Conservatives and too many dark, Asian, and ethnic minority families are really buckling down for less and less. This is keeping down their families and keeping down the economy.

"We are pleased with our accomplishments in government, from the milestone Fairness Act [in 2010] to reinforcing assurances against segregation. The following Work government will go further to guarantee regardless of where you reside in the UK, and with your experience, you can flourish."

Work's proposition which the party is set to reveal Monday (5) likewise incorporates tending to double separation, considering a brought together case in examples of crossing predispositions, a get expected to smooth out court processes and broaden securities across a scope of segregations.

This approach would help different gatherings, including ladies oppressed during menopause.

The new demonstration would require public organizations, for example, the NHS, police powers, schools, and nearby committees to assemble and reveal information on business, remuneration, and, where applicable, execution measurements, ordered by nationality.

Also, the demonstration would formalize recently pronounced drives, remembering the authorization of revealing for identity related pay aberrations, the arrangement against bigotry preparing for police staff, and the survey of the school educational plan to advance variety.

Work's more extensive plan incorporates improving emotional wellness administrations, focusing on maternal wellbeing incongruities, and updating clinical preparation to mirror the UK's assorted populace.

Party sources said the new demonstration would assist with following through on its center mission to open financial development through better positions and safer work for BAME individuals, which they guaranteed could be worth more than £26bn a year in expanded compensations.

Dr Shabna Begum the in-between time CEO of the race correspondence research organization the Runnymede Trust, commends the go about as a basic shift from past strategies yet cautions that it may not completely tackle the broad disparities confronting minorities.

She advocates for a strong, cross-legislative procedure supported by significant ventures to address well established variations in different areas, highlighting the characteristic connection among prejudice and foundational imbalances.

[quoteoftheweekblog]

23/10/23 - ARAVIND ADIGA

’ “O, I do read Indian novels sometimes.” ’ (Adiga, 2016, p.274).

REFERENCE

Adiga, A. (2016) 'Selection day'. Amazon.com [E-book]. Available at: https://www.amazon.co.uk/Selection-Day-Aravind-Adiga-ebook/dp/B018UGLW9S/ref=tmm_kin_swatch_0?_encoding=UTF8&qid=&sr= (Accessed 23 October 2023).

*****

SEE ALSO

’ “Cricket? Cricket was brought here by the British to entrap us.” ’ (Adiga, 2016, p.70).

BLACK/BAME/GLOBAL MAJORITY MONTH 2023

*****

GLOBAL MAJORITY MONTH

*****

PLUS

' " … always a big reader.” ’ (Adiga, 2016, p.260).

THIS MONTH MY READING HAS RETURNED AFTER

DIRE TIMES

AND SO FAR I HAVE READ

…

AS WELL AS

…

SELECTION DAY

&

…

WILFUL BEHAVIOUR

ON KINDLE

*****

FOR BOOK GROUP

THIS MONTH ONE OF OUR READERS HAS NOT READ THIS MONTH’S BOOK BUT HAS READ (OR IS READING)

…

THE LAND OF PAINTED CAVES

‘I have been continuing with Earths Children series and am now on the last one, The Land of the Painted Caves. I love them and have read them before.’

&

…

ALL THE LITTLE LIARS

‘I have read All The Little Liars by Victoria Selman which I thought started slowly then got me hooked. It is about a 13 year old girl and her friend who got 20 years for killing their friend.’

&

…

UNCLE PAUL

‘I am now reading Uncle Paul by Celia Fremlin which is billed as a suspense novel and I am quite enjoying.’

&

…

THE WIND IN THE WILLOWS

’ … started … ‘

…

ANOTHER MEMBER HAS STARTED

…

THE SENTENCE IS DEATH

‘I'm currently reading Anthony Horowitz's 'the Sentence is Death'. The author seems to weave himself into the narrative and set in London - it's fun even if it is a murder story.’

& FINISHED

…

A LONG WALK HOME

‘I've read 'A Long Walk Home' by Judith Tebbutt. It is her account of her kidnap from a coastal holiday resort in Kenya in 2012 by Somali pirates. Her imprisonment for 8-9 months and how she coped with this and hearing that her husband had been killed by the pirates. Absolutely gripping and a story of inner strength and resilience.’

WHILST THE OTHER HALF

…

THE INK BLACK HEART

 ‘ … still ploughing through … !’

…

ANOTHER MEMBER IS FINDING THIS CONFUSING

…

THE LITTLE RED CHAIRS

‘I've nearly finished Edna O'Brien's The Little Red Chairs.  I am finding it quite confusing, it's very episodic with a lot of very raw description, but you need to look it up to work out what is going on!’

…

OUR LEADER IS JUGGLING

‘I am reading Milkman by Anna Burns, The Towers of Trebizond by Rose Macauley and All the Light we Cannot See (I have put this on hold temporarily).’

…

MILKMAN

&

…

THE TOWERS OF TREBIZOND

&

…

ALL THE LIGHT WE CANNOT SEE

*****

BOOK GROUP

*****

QUOTE OF THE WEEK 2011 - 2023

…

12 EPIC YEARS

FROM THE ARCHIVE

…

17/8/20

*****

[chloesunit4]

Race in the fashion industry

The Black Lives Matter movement has prompted studies of a variety of businesses, none more so than fashion. In a recent interview with British Vogue, design mogul Virgil Abloh stated that fashion's problem is "so systemic and deep that it can't even look at itself when it represents itself." In other words, the lack of diversity in fashion has grown so entrenched that it is no longer evident inside the business.And he is correct. In 2017, Black, Asian, and minority ethnic (BAME) professionals made up only 8.7% of the designer fashion sector. Of course, despite all of the challenges within the business, fashion is working to level the playing field in terms of inclusion. Projects like Good On You and Labour Behind the Label raise awareness of labour rights throughout the world, assisting companies in strengthening their supply chains. Meanwhile, questions of representation in the sector have been raised closer to home. Back in the 2000s, the conversation about inclusion in fashion was restricted to models, with demands for catwalks to include models of all races and ethnicities. According to Glamour Magazine, there is currently a 2% rise in models of colour appearing on prominent fashion week catwalks each season, demonstrating gradual strides towards more diverse representation. However, the debate has expanded beyond models to include fashion workers from all sectors, including design, editorial, and supply. Meanwhile, several platforms have been established to celebrate black creatives in the fashion business, providing them with a forum to present their work and experience. Sites like The Fashion and Race Database and Black in Fashion Council were created with this goal in mind, providing for empowerment and a feeling of community within the industry as a whole.

So, what's next? Of course, acknowledging the problem is the first step towards rehabilitation. We may begin to understand the "why" of the industry's lack of inclusion as we become more aware of it. Part of the cause might be systematic racism in higher education. In the United Kingdom, white students made up 77.3% of the 2018/2019 class. Only 6.8% of the total intake was black. Simply said, if black creatives are not provided with the same educational chances as their white counterparts, they will be denied career prospects in the future. Of course, there is still a lot of work to be done. The dominant beauty standard in the Western world is still white. Furthermore, we are not past tokenism in the marketing, imagery, and catwalks we are presented with, as brands look to protect their own image rather than considering diversity as inherent to their business; this is all the more prevalent when we consider the lack of representation of black and minority ethnic leaders within the fashion industry. According to Business of Fashion authors Jason Campbell and Henrietta Gallina, "only with a new order in fashion, where black people are represented in the corridors of power, will our significance and ongoing contribution to the fashion industry be recognised with true rigour and vigour." Only with black people in positions of leadership can we begin to accomplish the difficult and essential task of dismantling and rebuilding fashion's racist system in our collective and more equitable image."

referencing:

Pure London. (2020). The question of race in the fashion industry. [Online]. Pure London. Last Updated: 17 November 2020. Available at: https://www.purelondon.com/pure-london-blog/the-question-of-race-in-the-fashion-industry [Accessed 2 September 2023].

[insidecroydon]

Council facing strike in payroll over discrimination claims

One-quarter of staff in one council section are facing losing their jobs – and all those being made redundant are BAME women Strike call: union official Rachael Baylis (left) and payroll staff put the council on notice of their ballot Union members in Croydon Council’s payroll department at Fisher’s Folly are being balloted over strike action in response to the authority’s management proposing a…

[ausetkmt]

The Guardian: Job discrimination faced by ethnic minorities convinces public about racism

Researchers believe they may have found the best way to convince the public that racism is a real problem and requires major change: tell them about an Oxford University study exposing discrimination faced by job applicants.

A groundbreaking project exploring how better to boost public support for action against systemic racism tested which messages best move people towards a more anti-racist position.

Reframing Race, a charity, tested dozens of arguments on almost 20,000 people and found highlighting research from 2019 showing ethnic minority applicants received less positive responses to job applications than white people, was the “blockbuster” in terms of making people more likely to agree that all races and ethnic groups are equally as capable as one other.

By contrast using well-trodden language about people “suffering” from “inequality” was less likely to convince people of the systemic problem and even sometimes backfired.

The need for better arguments was made clear by a survey for the study covering England and Scotland, which revealed widespread racist attitudes with 40% of people believing that “some races or ethnic groups are naturally harder working than others” and one in five think some races are more intelligent than others.

The research also showed it remained easier to get audiences to accept racism as a real and pressing problem than to get them to support particular solutions.

“If we want to end racism and entrench anti-racism it is critical to build public demand for deep and irreversible progress,” said Sanjiv Lingayah, report author and director of Reframing Race. “[This] shows there is still a way to go. The data shows significant attachment to deep-seated and debunked myths about ‘race’. More positively, the findings show that the public can understand systemic racism and that they can be rallied around far-reaching anti-racist solutions.”

The researchers found the message with the most potential was when people in England were told Oxford University researchers had applied for more than 3,000 jobs in the names of fictitious applicants, randomly varying the ethnicity, but keeping the skills, qualifications and work experience the same. White British applicants had to make four applications to get a positive response while ethnic minority applicants had to make seven.

“It is an almost watertight piece of evidence about the existence of racism in hiring,” the authors said. “The experiment ‘catches racism red-handed’. Naming Oxford University gives the results further credibility. And, additionally, the way that the fake CV ‘sting’ is outlined gives the message the feel of a compelling story – with plot, characters and a powerful ending.”

Other effective messages involved telling people about far worse maternal mortality rates for black women than faced by white women and even using a metaphor to describe racism as a birdcage which traps people all boosted public acceptance of racism as a problem.

An example of a message that made people less likely to think of racism as a systemic problem was one that said: “This country’s black and minority ethnic communities still suffer poorer outcomes across education, employment, health and in the criminal justice system. In order to achieve genuine racial equality, we must work towards an inclusive Britain in which we all feel valued, enjoy equal opportunities and share a common sense of belonging.”

The authors said “suffer” is “language of illness” and while it may provoke empathy “it does also suggest BAME victimhood rather than steadfastness and agency”.

[itsrattysworld]

Without Prejudice Mervelee Myers Name The Housing Ombudsman Service Party H4W 23 Years Of Deborah Agnes Gilchrist Hate Crimes At 16 Alma Grove Richard Blakeway Team Will Be Given Free Lessons About How Tenants Who Face Discrimination By Landlords Using Devonshires Solicitors LLP Violent Nuisances Criminals Need ERT Target Us Rev Rose Hudson-Wilkin Amongst Others In The BAME Community Will Be Named As The Face Of Windrush 70 The Composer Brixton Market At A New Met For London Launch Sir Mark Rowley Signed IN HONOUR OF STRONG WOMEN EVERYWHERE Refuse Volunteer Reference Elim House Nigel Pearce YouTube How Social Media Deep Fake Harvest Images Intellectual Property Copyright Narin Masera Harassment Bullying Intimidation To Cover Samantha Gibbs Trina Philbert Employed To Target Tenants Am Expert Authority Subjects Cradle To Grave UK Most Racist Place For 101 Year Old Abused Neglected Kings College Hospital NHS Foundation 4/6/2024

Refer to Dear Mrs Myers Please see letter attached for your attention. Yours sincerely      Christine Cross   Dispute Support Manager        0300 111 3000     PO Box 1484, Unit D    Preston, PR2 0ET     http://www.housing-ombudsman.org.uk&nbsp;   View our Privacy Notice             Reply  Forward 31 May 2024Mrs Mervelee Myers16 Alma GroveLONDONSE1 5PYDear Mrs MyersComplaint:…