Tag: representation

Drawn To Inclusion

Using dialogue and cocreated art to explore representation

This year’s Learning Technologies conference is about to roll into town, which means Martin Couzins’ excellent Barcamp event is nearly here too. I was fortunate to attend the Barcamp last year, when I live painted a couple of art works in response to the event and how I was feeling at the time.

This year – the Barcamp conversation is all about inclusion, a subject I’m exploring here and elsewhere, both as a consultant and artist. Martin made an open offer for people to participate in the session, and I’m pleased he has curated such an interesting line up.

Although I really enjoyed live painting at last year’s Barcamp – I felt somewhat removed from the conversation, busy working and interpreting what I heard and how I felt. My part in this year’s Barcamp is somewhat different. This time I will be on hand to facilitate dialogue and participative art: inviting our guests to contribute to a collaborative emergent work, depicting what inclusion and representation means to us, as individuals, and as a group.

Unusually for me – this post is not accompanied by any art, but I figured given we’ve not made it yet – we’ll just have to wait and see what emerges on the night.

This year’s Barcamp is already sold out – but if you are interested in coming along, you can add your name to the waiting list. If you have a ticket – I look forward to seeing you there.

More to follow…

Diversity In The Bored Room

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.

Photos of the current board of directors at capita plc. 6 white men, 2 white women.

 

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.

Photographs of the main board of directors at Aviva plc. 5 white men.

 

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.

Photos of the main board at royal mail. 6 white men, 3 white women
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.

A photo of the executive team at the RSA. Three men, three women.

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.

Diversity In The Bored Room

Lenny Henry

Just before lunch, Lenny Henry spoke at the ChangeBoard future talent event. He brought the house down with a mixture of humour and passion, the like of which I’ve rarely seen and heard at a conference. Here are just a few snippets, notes I captured in between the laughter and the tears…

Lenny’s family came to the UK expecting streets paved with gold. What they got was factories, soot, and racial abuse. Lenny recalls his Mum being followed down the street while someone asked where her tail was.

During school, Lenny got into a daily fight with another kid named David Price. Eventually Lenny made a joke of it – something about instead of rolling around on the floor maybe we should just go out on a date – get married..? People laughed, the situation diffused, the fights stopped. There were several times in the talk where the power of humour was highlighted.

Lenny failed his 11+ exams. When he left school, took a factory job – driven to practice and rehearse his comedy to avoid the boredom repetition and smell and whine of machinery.

A winning appearance on New Faces brought Lenny to wider public attention, and he spoke about subsequently going go the BBC and seeing almost no other black faces.

Whilst on tour with Cannon and Ball, Lenny returned to further education, revising for O levels, studying world war poetry. Lenny found further education transformational. He felt fortunate that he could afford it, and now despairs for kids and the debts they incur to learn.

Can I do it? Play Othello? Yes – said the director, you can. Hard work produced a great performance and Lenny won the Evening Standard Outstanding Newcomer acting award….at the age of 50. The power of a yes.

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!