‘Diversity should never be seen as a tick-box exercise’

Diversity should be defined broadly – spanning across cultural, social, demographic, economic and accessibility.

It should never be seen simply as a tick-box exercise by businesses – but should be wholeheartedly recognised and respected, with true diversity spanning widely across different teams and at all levels of seniority.

Bristol is known for stepping up and speaking out. Whether that be through its Black Lives Matter protests or being the first UK city to declare a climate emergency.

As a UK tech hub and a city full of thriving businesses, Bristol now has a chance to set an example for diversity in leadership.

There are so many things Bristol can do to better achieve diversity in leadership. Businesses have an amazing opportunity to connect with young people, going into schools and offering real opportunities – using a person-centred approach that doesn’t rely on the need for traditional schooling or networks.

Education is key at both ends of the spectrum – for young people who don’t see a route to a successful career and leadership, to the businesses that can provide the opportunities to show them that they can.

Businesses shouldn’t just focus on young people though – in order to achieve diversity in leadership at pace, more focus should be put onto structured training, development and mentorship for underrepresented adults so that they can feel empowered to lead today.

In order to truly succeed, it is crucial that any new schemes receive proper funding – from both businesses themselves, Bristol City Council and the Government – as well as receiving the full attention of the whole of Bristol – from local communities and schools, to councillors and business leaders.

When considering barriers, Bristol has some of its highest-paying jobs within sectors such as technology and finance – which often have the most deep-rooted cultures that prevent them from achieving diversity in the boardroom.

The way our culture defines leadership can also be problematic in that it is outdated and ignores the value of diverse skill sets and personalities that, if recognised, could take many businesses to the next level.

What’s more, with Bristol being host to such a wide range of business industries, the data we have available on diversity within business, leadership and the boardroom lacks necessary detail – making it harder for leaders and boardroom members to recognise the true scale of the problem.

Bristol24/7 Presents: How can we make Bristol’s boardrooms more diverse?

For those with the power to make change happen, it can be difficult to know how to go about it. Chasing diversity can be seen as risky – and for some it is difficult to see the benefits.

The more businesses talk about diversity, particularly those who are succeeding in it, the more examples Bristol has of how true diversity in leadership can be reached and just how great an impact it can have on the future of the city and its people.

Significant barriers to a diverse boardroom centre around unconscious bias but equally the very traditional narrative instilled around how to recruit the best people.

As a BCorp, Neighbourly is a committed equal opportunities employer – using business as a force for good. Right the way across the business from the board through to entry-level roles we are clear that skills and ambition are critical areas to explore, removing “degree education” as a filter.

The most important thing is transferable skills, a fit with our culture and the want for the business to succeed are by far the most important indicators. That passion and skill can come from any sector.

In order to see significant progress, Bristol needs to step up and identify what has been done, what has worked and what can be done right now – setting clear and radical goals that capture the hearts and minds of all.

Whilst action on diversity needs to be tackled with thought and care, it is not possible to make progress from a position of pessimism.

With more and more conversations about diversity happening across the city, we are feeling a sense of growing optimism for the future of Bristol’s boardrooms.

Alice Whale is the digital marketing manager at Bristol24/7 business member, Neighbourly. This opinion piece was based on a team discussion including community managers Rachel Wootten and Ed Oswald along with business development manager Sam Murphy and COO Zoe Colosimo.

Sign up to the Bristol24/7 online panel event on Thursday 18 at 2 pm to hear more about diversity and Bristol’s boardrooms.

Main photo: Neighbourly

Read more: How diverse are Bristol’s boardrooms? 

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