It’s great to read that the target set by the 2016 Hampton-Alexander review of 33% of women on FTSE 350 boards was met ahead of the deadline!! (by end of 2020) and “The 2017 Parker Review called on FTSE 100 companies to appoint at least one ethnic minority director to their board by the end of 2021 – in an initiative entitled One by 2021.”
Why is this a challenge?
Surely, it’s easy to achieve because there is so much of talent and knowledge around – which isn’t selective definitely not by ethnicity. To have a pool of eligible future leaders, decision-makers we have to start with our front-line and middle management employees especially those from ethnic minorities – from my experience as a woman from an ethnic minority there is a sublime cultural expectation that I should be grateful I have a job and not aspire for more. Never mind, all the other factors like socio-economic, adverse childhood experiences (ACEs), identity…
PS: Wouldn’t it be great if the ethnic minority director is a woman?