Author: Doug Shaw

I really enjoyed listening to Lenny Henry at the recent Changeboard Future Talent event. His talk was funny and powerful – I was live blogging on the day and first shared some of what he spoke about here.

Something which really struck me in the talk, and which has stayed with me, was a focus on the lack of diversity inclusion and representation, both in the media, and in the wider world of work. This extract is from my earlier blog post about the talk:

Lenny called out the lack of racial diversity in the room. He told us of recent times in the media, where figures show that for every BAME person who lost their job, two white people were employed. This is partly why Lenny Henry continues his campaigning in the media for greater diversity, inclusion, and representation.

Diversity in the boardrooms – that’s where change starts.

If you think you can’t change it yourself? Apply pressure to those who can.

It’s easy to spot the places and people taking diversity, inclusion, and representation more seriously. They put real jobs, and money behind it!

Out of curiosity, I started to take a look at the very top levels of some of the organisations sponsoring and speaking at the event. I’ve always had a sense of the inequality in the upper echelons of business, but never sat down and taken a good look at it myself. In doing so, I recognise that diversity has many facets, and as my friend Laura Tribe suggests, ‘looking diverse isn’t being diverse’, however what my small piece of research uncovered is a much more distorted picture than I had previously imagined. Here’s what I found (what follows is an edit of a thread I shared on Twitter):

I went to an event this week where diversity and inclusion was high on the agenda. One of the speakers said change has to start in the boardrooms. This point got me curious, so I’m currently looking at boards and senior leadership teams of some of the event sponsors and the companies represented by some of the speakers at the event. What I am seeing is white faces everywhere.

I appreciate there are elements of diversity and inclusion which go unseen, but what I observe so far, is overwhelming sameness. Here is just one example, there are plenty of similar ones to choose from.

 

Here is another board of directors represented at the event. There is a little more gender diversity among the the next hierarchical level down, the executive team, but it is still overwhelmingly white.

 

Here’s another board, the first one I’ve come across so far with a woman CEO. At the executive level, one down from here, there are two women and nine men in the group of 11, no people of colour.

The board of another main sponsor is made up of 6 people, four men, two women, no people of colour.

Here’s another. 50/50 gender balance this time. One person has chosen not to show a photo of themselves, the remaining five are white.

Another executive team. Male CEO on an 8 person board, 50/50 gender balance, no people of colour. The board of this organisation is made up of 12 people. 50/50 gender balance, two people of colour.

Another organisation. 12 person board. Male CEO. 4 women, 8 men, one person of colour.

Another organisation. 5 person executive team. Female MD. One woman, four men – no ethnicity information provided.

Another organisation. 9 person board. Female CEO. Five women, four men. No people of colour.

Another organisation. 7 person board. Male CEO. 5 men, two women, no people of colour.

In all I looked at 10 organisations, 13 boards and executive teams. Across these teams there are 86 executive/board positions (a handful of people appear in more than one team and I counted them for each appointment). 61 of these positions are occupied by men, 25 by women.

I found 5 people of colour, 2 women and 3 men.

Something we can all do, when confronted with this sameness, is ask to see the succession plan. ‘This is how things look now, what are your plans for the future?’ If the answer is ‘More white folks’, then what does that tell you about diversity, inclusion and representation in that organisation? As Lenny Henry said, ‘Diversity in the boardrooms, that’s where change starts’.

A few days after writing this, I stumbled upon this sketch by my friend Joe Gerstandt. He kindly agreed I could add it to the post, thank you Joe.