We are at an interesting point in our journey towards greater diversity and inclusion (D&I).
COVID-19 has undoubtedly dealt a hard blow to businesses and workplaces. At the same time, it has forced a mood of introspection. We meet less frequently and in small groups, and we reflect all the more on what we mean to each other and how we want our organisations and societies to look now and once we are together again.
Recent sad events that led to the Black Lives Matter protests mean that D&I is at the forefront of current discourse. We are working through extraordinary times – and if we are to take advantage of this reflective mood, then we should take up the opportunity to check in with our D&I strategies if we are leaders – or to push our own perspective if we are members of the BAME, LGBT+ or other under-represented communities.
For a host of reasons, company declarations on D&I have not hit home. Messages tend to be rather prescriptive and often lack clarity. But corporate culture still needs to engage with members of the BAME, LGBT+ and under-represented communities and – proactively – work to address the disparities that exist.
The Association of Corporate Treasurers (ACT) has a good record on promoting women. Women are visible as group treasurers, speakers and thought leaders – and that’s a strong message. However, in the corporate world, and in spite of the various D&I initiatives through the years, Deloitte’s sixth edition of Women in the Boardroom: A Global Perspective, found women are still under-represented on corporate boards, and demonstrates that the UK and other countries are making very little progress on improving gender diversity in the boardroom.
There is progress on gender diversity, albeit very slow, and barriers have come down for some women. But the challenges remain for women who face more than one barrier – such as race, sexual orientation or disability.
In my professional life, I have experienced my fair share of challenges, but I also have positive stories. I have not experienced discrimination based on my gender – although arguably I might simply not know, as it isn’t my focus; ignorance can be bliss sometimes!
While the pandemic and lockdowns have promoted dialogue, the economic crisis also threatens progress. COVID-19 poses a risk to D&I initiatives, since many organisations may consider scaling back in order to refocus around financial survival, employee safety and product delivery. And in a situation where jobs are at risk, diverse talent may be the area that is most vulnerable. Added to all that, the dominant new mode of working – working from home – serves to erode inclusion in a known physical and traditional sense.
D&I cannot become a casualty of COVID-19 – or be set aside or put on hold. In fact, it has been demonstrated that inclusive leadership is an essential tool for survival in times of crisis.
To borrow from William Shakespeare’s Hamlet: “Suit the actions to the words, the words to the action.” We need to take change into our own hands to improve representation of currently under-represented groups.
How can we ensure that the D&I gains are not unravelled during the ongoing COVID-19 crisis? What can members of the BAME, LGBT+ and under-represented communities do to continue to support our organisations’ D&I strategies and initiatives?
If I could emphasise one point, it would be visibility. I would encourage members of the BAME, LGTB+ and under-represented communities to continue to increase their personal visibility. Research has found that BAME and other role models are important for the aspirations and career progression of workers from under-represented communities.
How? Be a torchbearer within your organisation – share your experience. Stepping out of your organisation, be a school governor, a member of a trust, volunteer as a mentor representing a minority group. The ACT’s Mentor Me programme is a good example. These visible opportunities serve to feed your experience and perspective into a group that might not otherwise get to benefit from your perspective.
The presence of highly visible, respected and accessible role models is a powerful tool for increasing D&I in the workplace. Torchbearers become an army of diverse individuals who reflect a variety of backgrounds, vitally essential in challenging negative attitudes towards minorities and increasing the opportunities, confidence and personal wellbeing of under-represented groups.
As visible torchbearers representing identities that are not mainstream, we can inspire and motivate future generations so that they can see ‘someone like me’ within their organisation, carrying out similar roles to them and adding value. That situation, that visibility will increase the flow of talent from under-represented groups through the pipeline.
As treasurers, we have a role to play championing D&I in our various organisations and communities. Whether you are a member of the BAME, LGBT+ and under-represented communities, or an ally, who is actively supportive towards other groups of people, you could be a torchbearer.
The time is now. Let’s shape the agenda on D&I.
Collectively, through a torchbearer and ally partnership, we need to break the cycle of under-representation of minority groups in our society – collaborative efforts from organisations responsible for implementing policies to address D&I, treasury professionals signing up as change agents and members of the minority groups increasing visibility as torchbearers.
Black Lives Matter is not a trend; neither is D&I a one-off, tick-box exercise. Promoting D&I in the world is a constant work in progress – and it should be maintained and nurtured to be effective.
Kemi Bolarin is director of treasury at Travelport and an advocate of visibility as a means of promoting the standing of the BAME, LGBT+ and under-represented communities