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TNON brings the expanse of its network and community building to its research, business insights and capacity building practice.

TNON has been instrumental to the development of four initiatives that bring companies, ethnic minority professionals, board members and investors together to address issues of advancement of ethnic minority advancement together, and to develop strategies collectively, in a way that no “in-house” programme can.

Talent and Ecosystem Change Programmes

The Cross Company Mid-Career Talent Accelerator

The Cross Company Mid-Career Talent Accelerator is an example of an investment that generates dividends beyond one person. It is a ground-breaking programme that challenges all key stakeholders in the company to learn about and positively deal with visible, invisible, implicit, explicit, formal and informal structures and practices that disproportionately affect the ability of ethnic minority professionals  to rise through the ranks into senior executive roles.

What makes the programme unique?

  • it is evidence-based,
  • involves a world-class multicultural faculty,
  • includes perspectives from other organisations and sectors, and
  • involves the active participation of the following key stakeholders in the workplace: Executive Sponsors, Line Managers, Employee Network Leaders, Human Resources, Talent Development and Diversity and Inclusion experts.

The Cross Company Mid-Career Talent Accelerator now has global access and reach with delegate and ecosystem participation from outside the UK including Switzerland, France, Colombia, Norway, the US, China, South Africa, and India.

The next cohort starts in September 2022. Contact the team for more information.

Ally Accelerator

A three-month virtual programme that supports leaders to become Allies and develops a community of Allies across the organisation’s ecosystem.

The programme introduces how racial dynamics and bias play out in institutional and informal practices at work. It equips participants with the language to talk about racial inequity, provides guidance as to how to disrupt inequities, offers supported opportunities for personal growth and explores the steps to allyship.Leveraging an evidence-based design and approach, the programme combines powerful cross-company learning, multicultural thought leadership, case studies and peer group coaching. The programme harnesses collective intelligence to achieve individual, group and organisational transformation.

With the support of a multicultural faculty, senior managers will have the opportunity to critically reflect, and challenge their level of comfort in facilitating courageous conversations. Delegates will examine practices and behaviours that produce adverse outcomes for racial and ethnic minority professionals, and how to productively disrupt biases and introduce interventions that work.

The virtual space connects participants from different geographies, broadening peer learning from local to international and building a global network of support.

The DEI Practitioners and HRBP Race Equity Programme

This leadership and professional development programme will run for one-quarter and aims to support and equip practitioners with the tools to confidently drive their organisation’s DEI strategic agenda. The programme combines powerful cross-company learning, case studies of interventions that drive the greatest impact, examination of the most significant challenges in the DEI arena and peer group coaching.

The curriculum explores:

  • Recent market trends, regulatory changes and evolving investor expectations on race equity.
  • The psychology and essential terminology for L&D, HR and DEI Practitioners in a changing landscape.
  • How to turn awareness of the issues into positive action through collaboration and a systems approach to change.
  • Lessons learned from DEI practitioners, interventions that work and measures that have not yielded meaningful results.
  • The key skills and attributes of highly effective and inclusive DEI leaders.
  • Growing conviction – your personal impact and motivations.
  • The evolving role of a DEI Practitioner post-George Floyd, #BLM and #StopAsianHate.
For more informationContact a member of our team

Race in the Boardroom

This boardroom programme, in collaboration with Deloitte, was introduced in 2017 to promote ethnic diversity on UK FTSE 100 boards. The programme was the BBBAwards’  response to the call to action from Sir John Parker in the 2017 Parker Review, which was updated in 2020. The Parker Review made a series of recommendations and set a target for all FTSE 100 boards to have at least one director from an ethnic minority background by 2021 – ‘One by 2021’.

Designed for senior Black, Asian and Minority Ethnic leaders with the ability and ambition to be considered for a non-executive board director position at a UK-listed company, the programme builds on knowledge and assurance and provides opportunities for networking with senior board members, search firms, peers and other key stakeholders.

The programme curriculum explores:

  • Boardroom dynamics.
  • The governance framework for UK listed companies.
  • The detailed workings of a board and committee structures.
  • Working with external stakeholders such as members of the investor community.
  • Developing personal brand and impact.
  • Getting onto a shortlist for non-executive director appointments.
  • Navigating the challenges uniquely facing Black, Asian and Minority ethnic leaders in their move to a board position.
Invitation only

The Global Investor Strategy and Corporate Governance Forum

The Global Investor Strategy and Corporate Governance Forum convenes the investor community to focus on race equity in the business contest. The forum is a venue to raise awareness, share insights, maintain momentum and pledge to drive actions that deliver impact. The purpose of the forums is to highlight market trends, regulatory changes and evolving investor expectations with respect to ensuring greater transparency and action to address structural racism and inequality.

Panel members are invited from the boards and executive committees of FTSE350 and Fortune 500 companies as well as the investor community, regulators, policymakers and academia.

Topics covered include:

  • Q1 2021 – Levers for Change: Understanding New Investor Expectations of Companies
  • Q2 2021 – Race Equity and Investor Stewardship Trends – Headlines from the 2021 Proxy and Annual Meeting Season
  • Q3 2021 – Increasing Regulatory Focus on Culture, Diversity and Inclusion: Implications for General Counsel, Investors, and Companies

We are proud to have had speakers from the following organisations and prominent groups;

Moody’s, BlackRock, Diversio, Legal and General Investment Management, The 100% Club, The Parker Review, The Financial Reporting Council, NEST, ISS, Investor Leadership Network, Baker Mckenzie, New Financial, Krispy Kreme Inc and WorldRemit

Contact the team for more information

Impact Research

In 2017, TNON played a key role in the publication of the The Middle Report, a study involving over 30 significant businesses operating in the UK to explore why ethnic minority middle-managers were not progressing to senior leadership in equal numbers to their majority counterparts and what can be done about it.

In response to the resurgence of the #BLM movement in 2020, the second edition was published featuring five use cases studies and two frameworks for action as follows:

  • Case study 1: An ethnic minority -specific leadership and career programme
  • Case study 2: Tackling self-identification, Nationwide Building Society
  • Case study 3: Gathering data through focus groups, PwC
  • Case study 4: Leadership and authenticity, Accenture
  • Case study 5: Co-creating new narratives, Bloomberg
  • Framework for action 1: Empowering a collaborative taskforce
  • Framework for action 2: Building a race allies campaign

The report was widely covered by press including People Management, HR Director, Business Leader, HR Review, Business in the News, HR Zone, Investment Week, HR Director and more.

Download the Middle Report