We can move further and faster to bring diversity to the board room

Conservative Party Vice Chairman calls for government action to expose disadvantage and discrimination in the hiring of non-white candidates.

In a move designed to put the focus on gender diversity in the workforce, the government recently published regulations which include the requirement for listed companies to disclose the number of women and men within their organisation as a whole and at senior and board levels. The government has now also called on all executive headhunting firms to publish the numbers of men versus women they place in senior positions.

But the government should look into going further. Whilst gender balance is one measure of workforce diversity, ethnicity is another. Championing workforce diversity should be about improving both.
 
The regulations should be extended so listed companies also have to set out the number of employees from both white and black and ethnic minority (BME) backgrounds within their workforce as a whole, as well as at senior and board level.

Just as there is under-representation of women at senior levels there is also under-representation of those from non-European ethnic backgrounds. The latest figures from the Office for National Statistics estimate that around 12 per cent of the population in England and Wales has a non-white ethnic minority background.

By contrast, the overall proportion of ethnic minority male and female directors on the board of FTSE 100 companies is only 4.4 per cent and 1.3 per cent respectively, according to analysis published this year by Cranfield University. And only seven of the 48 male directors from minority backgrounds, are known to be British.
 
It is a real concern that there may not always be a level playing field when it comes to applying for a job. The All Party Parliamentary Group on Race and Community has just published a report on ethnic minority female unemployment which concludes that discrimination can be found at every stage of the recruitment process - when assessing applications, during interviews, at recruitment agencies and also in the work place itself. Just having a non-European name may stop a candidate from getting an interview.
 
To throw light on this the government could consider introducing a further disclosure regulation with listed companies required to breakdown, by gender and ethnicity, the total number of job applicants, interviewees and new employees over the past year. This would certainly help to highlight companies and sectors where either, ethnic minority candidates and women are just not applying in any number, or where they are not getting interviews.

Some may explain a low level of interviews to minority background applicants by the fact that not enough qualified candidates are applying.
If this really is the stumbling block, it should reinforce the need for companies to undertake more outreach work and mentoring to achieve, over time, a workforce representative of today's society.

Appointing people to jobs on merit and experience is absolutely right. But the proposed new regulations are about taking companies one step further towards focusing on what they need to do to increase diversity in the workforce.

Companies with diverse boards are more effective and outperform their rivals. If a company's workforce and senior management are representative of its customers, it is more likely to make decisions which respond to their needs and hence ultimately benefit the business. And that virtuous circle is one which every company should be looking to square.

Alok Sharma is MP for Reading West and Conservative Vice Chair with special responsibility for BME communities

The way things were and often still are. All white men. Source: Getty

Alok Sharma is the MP for Reading West and Vice Chairman of the Conservative Party with special responsibility for BME communities.

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Four times Owen Smith has made sexist comments

The Labour MP for Pontypridd and Jeremy Corbyn’s Labour leadership rival has been accused of misogynist remarks. Again.

2016

Wanting to “smash” Theresa May “back on her heels”

During a speech at a campaign event, Owen Smith blithely deployed some aggressive imagery about attacking the new Prime Minister. In doing so, he included the tired sexist trope beloved of the right wing press about Theresa May’s shoes – her “kitten heels” have long been a fascination of certain tabloids:

“I’ll be honest with you, it pained me that we didn’t have the strength and the power and the vitality to smash her back on her heels and argue that these our values, these are our people, this is our language that they are seeking to steal.”

When called out on his comments by Sky’s Sophy Ridge, Smith doubled down:

“They love a bit of rhetoric, don’t they? We need a bit more robust rhetoric in our politics, I’m very much in favour of that. You’ll be getting that from me, and I absolutely stand by those comments. It’s rhetoric, of course. I don’t literally want to smash Theresa May back, just to be clear. I’m not advocating violence in any way, shape or form.”

Your mole dug around to see whether this is a common phrase, but all it could find was “set back on one’s heels”, which simply means to be shocked by something. Nothing to do with “smashing”, and anyway, Smith, or somebody on his team, should be aware that invoking May’s “heels” is lazy sexism at best, and calling on your party to “smash” a woman (particularly when you’ve been in trouble for comments about violence against women before – see below) is more than casual misogyny.

Arguing that misogyny in Labour didn’t exist before Jeremy Corbyn

Smith recently told BBC News that the party’s nastier side only appeared nine months ago:

“I think Jeremy should take a little more responsibility for what’s going on in the Labour party. After all, we didn’t have this sort of abuse and intolerance, misogyny, antisemitism in the Labour party before Jeremy Corbyn became the leader.”

Luckily for Smith, he had never experienced misogyny in his party until the moment it became politically useful to him… Or perhaps, not being the prime target, he simply wasn’t paying enough attention before then?

2015

Telling Leanne Wood she was only invited on TV because of her “gender”

Before a general election TV debate for ITV Wales last year, Smith was caught on camera telling the Plaid Cymru leader that she only appeared on Question Time because she is a woman:

Wood: “Have you ever done Question Time, Owen?”

Smith: “Nope, they keep putting you on instead.”

Wood: “I think with party balance there’d be other people they’d be putting on instead of you, wouldn’t they, rather than me?”

Smith: “I think it helps. I think your gender helps as well.”

Wood: “Yeah.”

2010

Comparing the Lib Dems’ experience of coalition to domestic violence

In a tasteless analogy, Smith wrote this for WalesHome in the first year of the Tory/Lib Dem coalition:

“The Lib Dem dowry of a maybe-referendum on AV [the alternative vote system] will seem neither adequate reward nor sufficient defence when the Tories confess their taste for domestic violence on our schools, hospitals and welfare provision.

“Surely, the Liberals will file for divorce as soon as the bruises start to show through the make-up?”

But never fear! He did eventually issue a non-apology for his offensive comments, with the classic use of “if”:

“I apologise if anyone has been offended by the metaphorical reference in this article, which I will now be editing. The reference was in a phrase describing today's Tory and Liberal cuts to domestic spending on schools and welfare as metaphorical ‘domestic violence’.”

***

A one-off sexist gaffe is bad enough in a wannabe future Labour leader. But your mole sniffs a worrying pattern in this list that suggests Smith doesn’t have a huge amount of respect for women, when it comes to political rhetoric at least. And it won’t do him any electoral favours either – it makes his condemnation of Corbynite nastiness ring rather hollow.

I'm a mole, innit.