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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With the BBC Food’s collection under threat, here's how to make the most of online recipes

Do a bit of digging, trust your instincts – and always read the comments.

I don’t think John Humphrys is much of a chef. Recently, as his Today co-presenter Mishal Husain was discussing the implications of the BBC’s decision to axe its Food website (since commuted to transportation to the Good Food platform, run by its commercial arm), sharp-eared listeners heard the Humph claim that fewer recipes on the web could only be a good thing. “It would make it easier!” he bellowed in the background. “We wouldn’t have to choose between so many!”

Husain also seemed puzzled as to why anyone would need more than one recipe for spaghetti bolognese – but, as any keen cook knows, you can never have too many different takes on a dish. Just as you wouldn’t want to get all your news from a single source, it would be a sad thing to eat the same bolognese for the rest of your life. Sometimes only a molto autentico version, as laid down by a fierce Italian donna, rich with tradition and chopped liver, will do – and sometimes, though you would never admit it in a national magazine, you crave the comfort of your mum’s spag bol with grated cheddar.

The world wouldn’t starve without BBC Food’s collection but, given that an online search for “spaghetti bolognese recipe” turns up about a million results, it would have been sad to have lost one of the internet’s more trustworthy sources of information. As someone who spends a large part of each week researching and testing recipes, I can assure you that genuinely reliable ones are rarer than decent chips after closing time. But although it is certainly the only place you’ll find the Most Haunted host Yvette Fielding’s kedgeree alongside Heston Blumenthal’s snail porridge, the BBC website is not the only one that is worth your time.

The good thing about newspaper, magazine and other commercial platforms is that most still have just enough budget to ensure that their recipes will have been made at least twice – once by the writer and once for the accompanying photographs – though sadly the days when everyone employed an independent recipe tester are long gone. Such sites also often have sufficient traffic to generate a useful volume of comments. I never make a recipe without scrolling down to see what other people have said about it. Get past the “Can’t wait to make this!” brigade; ignore the annoying people who swap baked beans for lentils and then complain, “This is nothing like dhal”; and there’s usually some sensible advice in there, too.

But what about when you leave the safety of the big boys and venture into the no man’s land of the personal blog? How do you separate the wheat from the chaff and find a recipe that actually works? You can often tell how much work a writer has put in by the level of detail they go into: if they have indicated how many people it serves, or where to find unusual ingredients, suggested possible tweaks and credited their original sources, they have probably made the dish more than once. The photography is another handy clue. You don’t have to be Annie Leibovitz to provide a good idea of what the finished dish ought to look like.

Do a bit of digging as part of your prep. If you like the look of the rest of the site, the author’s tastes will probably chime with your own. And always, always, wherever the recipe is from, read it all the way through, even before you order the shopping. There is nothing more annoying than getting halfway through and then realising that you need a hand blender to finish the dish, just as the first guest arrives.

Above all, trust your instincts. If the cooking time seems far too short, or the salt content ridiculously high, it probably is, so keep an eye on that oven, check that casserole, keep tasting that sauce. As someone who once published a magic mince pie recipe without any sugar, I’m living proof that, occasionally, even the very best of us make mistakes. 

Felicity Cloake is the New Statesman’s food columnist. Her latest book is The A-Z of Eating: a Flavour Map for Adventurous Cooks.

This article first appeared in the 26 May 2016 issue of the New Statesman, The Brexit odd squad