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Feature
POWERLIST 2008
BOARDROOMS MUST BE
MORE REPRESENTATIVE
Sandra Kerr, the National Director of Race for Opportunity,
explains why workplace diversity must start at the top
A
s National Director of Race for refl ects the local customer base. From employees. To add further motivation, the
Opportunity for the past four years, identifi cation with language nuances, to recently proposed plans for the equality
I have been battling at the very heart an understanding of religious sensitivities bill demonstrate that government and
of a major problem: the overwhelming and celebrations, this knowledge can help businesses are becoming increasingly aware
lack of racial diversity on UK company a business develop tailored marketing of the changing environment in which they
boards. No one doubts the importance approaches, control stock and enhance the operate. Equalities Minister Harriet Harman
of an inspirational leader. No one doubts customer relationship. With ethnic-minority has called for ‘positive action’ set within a
how important it is for business leaders spending power estimated to reach £300bn transparent working culture.
to be tapped in to the mind-set of the by 2010, surely this is not to be sniffed at. Along with positive action, you cannot
organisation. My question is why is there To support a diverse frontline workforce, underestimate the potential revolutionary
doubt and therefore a lack of action when businesses need to consider the ethnic power of an advocate at board level. The
it comes to having a board with a cultural make-up of their corporate services. The number of ethnic minorities currently on UK
mix that mirrors both the marketplace and HR department, for example, will benefi t boards is not known – not even for the FTSE
the communities in which these businesses from a range of different backgrounds 100 or 250. At Race for Opportunity, we have
operate? and experiences that can only lead to been collating data on leadership positions
Don’t get me wrong, we are not losing the increased innovation and creativity around for the past six years and it has never been
battle: we just need more fuel in our engines employment policy and, ultimately, a more above 4% for executive and non-executive
and the Powerlist gives us exactly that. At motivated workforce. positions, which suggests that while some
Race for Opportunity, we are committed to Through the conversations I have with progress is being made on the shop fl oor, the
sharing best practice and showcasing the UK business, it is clear that there is some big job is to unlock the available leadership
business benefi ts of a diverse workforce good work being done, but I believe that all talent.
from shop fl oor to boardroom. Many businesses need to stop and take a snap-shot Although to some extent you can nurture
employers with an external and direct of their workforce profi le. A clear picture of leaders through training, mentoring and
customer interface, such as retailers and where your organisation is now and your coaching, evidence has suggested that
banks, are already realising the benefi ts vision for the future is critical to build trust these schemes alone will not guarantee
and advantages of having a workforce that and confi dence among existing and future promotion to a senior role. Existing leaders
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