from Simon Kettleborough, partner, Performance Through Inclusion
Sir; I was interested to read Simon Howard’s article in The Grocer’s Careers File column (‘A shatterproof ceiling’, The Grocer, January 8, p68) regarding low numbers of women in the retail sector holding senior positions.
His statistics are of course damning for retail, but that is not to say that retail is unique. If you take the UK as a whole, 7% of the population are ethnic minorities and more than 50% of the population are women.
However, 95% of the chief executives at our top 100 companies are white, middle class males.
These people are seen as the best people for the job, but in truth they had to have been privileged to reach the start line of the race.
Most young women are in the same boat as many black and Asian people, the educationally disadvantaged and people with disabilities - they never even make it to the track.
The solution to get more women into senior positions is the same as for those from ethnic minorities, those with disabilities, and those of a different sexual orientation. Organisations need to go a step beyond diversity and become truly inclusive.
Inclusion means retailers need not only to drive the representation of under-represented minorities; to make it work, they need to create environments in which people can prosper and progress irrespective of race, colour, gender, physical ability, age, religion, sexual orientation, education, personality or belief.
It’s a huge challenge, but if retailers face up to their own particular issues, I’ve no doubt they’ll be able to enjoy the huge cultural and financial benefits that spring from it.
Sir; I was interested to read Simon Howard’s article in The Grocer’s Careers File column (‘A shatterproof ceiling’, The Grocer, January 8, p68) regarding low numbers of women in the retail sector holding senior positions.
His statistics are of course damning for retail, but that is not to say that retail is unique. If you take the UK as a whole, 7% of the population are ethnic minorities and more than 50% of the population are women.
However, 95% of the chief executives at our top 100 companies are white, middle class males.
These people are seen as the best people for the job, but in truth they had to have been privileged to reach the start line of the race.
Most young women are in the same boat as many black and Asian people, the educationally disadvantaged and people with disabilities - they never even make it to the track.
The solution to get more women into senior positions is the same as for those from ethnic minorities, those with disabilities, and those of a different sexual orientation. Organisations need to go a step beyond diversity and become truly inclusive.
Inclusion means retailers need not only to drive the representation of under-represented minorities; to make it work, they need to create environments in which people can prosper and progress irrespective of race, colour, gender, physical ability, age, religion, sexual orientation, education, personality or belief.
It’s a huge challenge, but if retailers face up to their own particular issues, I’ve no doubt they’ll be able to enjoy the huge cultural and financial benefits that spring from it.
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