Its popularity prompted founders Aleka Gutzmore (pictured, left), Jeffrey Krampah-Williams (pictured, middle) and Atlyn Forde (pictured, right) to make the event permanent, and BMPAN now holds networking gatherings four times a year.
The “overwhelming response” to the first event “highlighted a much deeper need”, BMPAN’s founders said, adding: “It quickly became apparent that this wasn’t a one-off conversation but an ongoing opportunity and responsibility to help drive positive change.”
This October, BMPAN celebrated its second year, an achievement it described as “incredibly rewarding”.
The founders said: “What began as a response to a clear gap in representation and support within the mortgage industry has grown into a recognised network that is driving meaningful conversations and tangible action.
“Looking back over the last two years, we’re proud of the impact we’ve had, the community we’ve built, and the organisations and individuals who have chosen to join us on this journey.”
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The continued necessity of BMPAN is also evident, said its founders, adding that the challenges that led to its creation still existed.
They added: “While progress is being made, representation gaps remain across the financial services and mortgage sectors. We continue to hear stories from professionals who feel isolated or overlooked, and organisations still seek support on how to build truly inclusive cultures.
“As long as those challenges remain, BMPAN has an important role to play.”
Going beyond workplace policies
BMPAN marked its second year by launching the BMPAN Standard, an industry framework built around COIL: Collaboration, Opportunity, Inclusion and Leadership.
It gives organisations practical ways to promote racial equality and improve access to professional opportunities and progression.
BMPAN said legislation and corporate diversity policies were “important foundations” but often focused on “minimum compliance”.
The Standard, they said, would encourage organisations to “go beyond compliance and demonstrate a genuine commitment to inclusion”.
Its principles centre “measurable actions, accountability, leadership engagement, talent development, and creating environments where diverse employees can thrive”.
“It is about embedding inclusion into organisational culture rather than treating it as a standalone initiative,” the founders added.
Firms can contact BMPAN to find out about other ways to collaborate and support its mission.
Making support visible
BMPAN’s new ambassador programme encourages professionals who support the organisation’s work to wear a pin, as visible advocacy “sends a powerful message”.
“For underrepresented professionals, seeing colleagues, leaders, and allies actively show support can be incredibly reassuring and empowering,” the founders said. “It also helps normalise conversations around inclusion and creates greater accountability within organisations.”
As the organisation further implants itself as a champion for diversity, equity and inclusion, its founders see potential to build on its impact through leadership development initiatives, educational resources, research and stronger collaboration.
They said support meant more than sponsoring events or signing up to initiatives: “This means investing in long-term change through recruitment, career progression, sponsorship of diverse talent, and organisational accountability.
“Real progress comes when inclusion becomes part of everyday business practice rather than an occasional discussion.”
Always learning
While BMPAN, the event’s speakers and attendees have worked hard to educate the wider sector about the challenges Black professionals face and ways to support them, its founders’ own lesson was that “progress happens when conversation is matched with accountability and action”.
They said: “We’ve learned that many organisations genuinely want to improve diversity and inclusion but often need guidance on where to start. We’ve also learned the importance of allyship, visibility, and creating safe spaces where authentic conversations can happen.”
Fundamentally, the most important learning was “how powerful it can be when people feel represented and supported”.
The founders have taken these insights into their respective professional roles at Simply Academy, Santander and Pepper Money, becoming “more conscious of creating opportunities for underrepresented talent, challenging assumptions, and promoting more inclusive decision making”.
“The experience has also helped us engage more effectively with colleagues, customers, and partners from diverse backgrounds,” they said.
