Page 55 - Powerlist 2020

audibly saying, “yet another thing”, But those with the ability to shine something important to me, and
as well as some open hostility to the a light, like the Powerlist, need to be reflects my family and my history. It is as
recommendations. Refrains heard all met halfway by people on the other much part of me as is being a husband,
too often were that it was “all just too side who are willing to understand and a father, a lawyer and a friend – it is a
hard”, and the “population was too appreciate the talent that exists, and fact that defines me, but it is not the
small”, and the people were not “board accept responsibility for driving change. only one. It is a facet of my life which
ready” and there was a concern about It is clear that board chairs need to has given me a different perspective,
“fit”. Unfortunately, it was being made drive this change. They need to start an approach outside of the mainstream
clear that there were too few people by changing conversations, changing and experience that I value. It is no
within corporate Britain prepared to practices, changing expectations, different than any of those other facets
seize the opportunity to drive corporate changing minds and ultimately of human existence that make us who
and societal change. we are as individuals, each with value
Now, there are at least two ways to and significance.
look at that and they are not mutually Therefore, if race and ethnicity is
exclusive – there is truth in both. not acknowledged as important in its
The first is to suggest there is long- own right, I am not surprised that an
standing institutional bias, and there is individual cannot be fully understood
little interest in or appreciation of the or appreciated for the totality of what
benefits that ethnic diversity can bring they have to bring to the board table.
into the boardroom. The second is to Acknowledgement, understanding,
recognise that race and ethnicity are appreciation and ultimately respect
the most difficult things to talk about in are what is needed, and never have
this country, for good and bad reasons – any of those things been a source
they are just too hard and too sensitive. of discomfort. We should not be
In order to address the question of uncomfortable talking about the way in
institutional bias, I must first define what which race and ethnicity may shape and
I mean. The “institution” I am referring informs a person’s lived experience. We
to is the construct of identifying,
must recognise that it is the experience
FTSE players must developing and appointing talent in the which is important, and race/ethnicity is
a proxy – just as is gender.
UK. I am not talking about any single
company or adviser, just to be clear. “I
We never made these two points
explicitly in the Parker Review as it was
don’t hate the player, I hate the game.”
At the core of the “game” is the
not right the context to do so. However,
change the game apparently inexorable logic of “that “Board chairs in my personal capacity, I can bring
them into the conversation. In my view,
which has worked in the past will
continue to work in the future”, so why
the work of the Parker Committee
change it? It follows, and has been
was to bring the issue of race and
need to be
evidenced since the publication of the
it in the boardroom. In that context it
Parker Review, that people in position the agents of ethnicity into the conversation, and put
to make change, won’t. It is too risky – has achieved its objective. However,
what if it all goes wrong? change, but until there is a true appreciation of the
Such a fear underestimates the importance of race and ethnicity to
breadth and depth of the available unfortunately, we a person’s lived experience and we
talent pool, and the benefits to be are still waiting” can have a conversation based on
gained. It evidences an unwillingness mutual respect and appreciation of
to be open, to be inclusive and to value difference based upon it, the ability
diverse experiences and perspectives. changing organisations. of UK boardrooms to change will
In fact, in my view, it is nothing short The Parker Review asks them be constrained. The question for
of an admission that difference to be the agents of change, and, corporate Britain is not about whether
based on race and ethnicity is not of unfortunately, we are still waiting. the non-white talent is there or ready,
sufficient value, and certainly not of Turning to the second issue, there is the Powerlist shows that, the question
the same value as experience borne a clear discomfort related to discussing is whether it is willing to appreciate it,
out of gender. I cannot accept that as race and ethnicity in the workplace. This see value in it and change the historical
fair, or indeed true. The value is in the is particularly true where we have been construct operating currently. Without
difference, and that is what must be told to not see the colour of a person’s question, we need players. And we
understood and appreciated. skin and that race/ethnicity shouldn’t need them to change the game. Tom,
That is one reason why celebrating matter. While I understand where that is a Partner at Linklaters but writes this
and encouraging diverse talent is so has come from and why, let me put in a personal capacity. This is no way
important. Otherwise that talent, that forward the argument that to ignore reflects the views of Linklaters or the
experience, and those people will or deny someone’s racial and ethnic Parker Review.
continue to be overlooked by a system identity is to ignore or deny them as a Tom, is a Partner at Linklaters but writes
that has never been designed or trained full person. this in a personal capacity. This is no way
to look for it – let alone appreciate it and Case in point – I am black. I am reflects the views of Linklaters or the
see it as valuable. proud of that, beyond words. It means Parker Review.

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