Double down on Diversity.

It's odd how life goes. I went to a rather poor all boys school. I then went and joined the all male sea-going Royal Navy. From there I joined the heavily male dominated Police Force (now Service).

I've witnessed sexism and racism personally and professionally. My career spans 34 years and I defy anyone who says they haven't having worked that long. They're not being true to themselves if they deny it, let alone anyone else.

Personally, I was slapped in the face when asking a young girl to chat in a nightclub in Trinidad when I was a mere slip of a lad. Professionally, I witnessed a colleague 'pat' a young female colleagues rear in an apparent 'minor gesture' that however uncovered a more sinister pattern of behaviour that resulted in his removal. There are other incidents.

Stepping into the constant debate on diversity isn't easy for me. It could result in significant professional admonishment. However, I think I come from a balanced viewpoint that has evolved over time as workplaces have too.

The best 'top' boss I have worked for is the current Chief of West Yorkshire Police, Dee Collins. She is the first female top cop in that Force and at the helm in a time women are at the top of the police service in the UK. Top of the Met and top of the NCA. Set this against the backdrop of the toughest resource challenges in living memory and the job is tougher than it's ever been.

For the first time my old Force are making real headway with diversity. It's a tough road for the police with all the baggage they carry in terms of past histories and breaking down well entrenched cultural viewpoints. But progress is being made. Progress is also underway in a more 'caring' attitude towards officers struggling to cope and even suffering mental health issues due to the unrelenting nature of the job nowadays. There is no way on this green earth anyone would admit to 'struggling' when I was a young cop. Far too macho world back then.

Outside of the police females are making progress in the world of finance with women at the top of significant financial institutions.

The fearless girl dominating the bull of Wall Street with all the macho male connotations a bull embodies. Mary Callaghan Erdoes at the helm of JPmorgan Chase, Abigail Johnson head of Fidelity Investments to name just two.

And so to the point of my article. Some time ago I completed courses in Gender and conflict. Gaining an insight into how violent conflict in war torn states impacts females. From rape to physical and emotional abuse the toll is terrible. Young girls being abused by soldiers and civilians, treated as less than human in compassionateless abuse. Loss of income and poverty, a maternal mortality rate 2.5 times higher in conflict and post conflict nations.

It is disgusting. The course encouraged thought on how agencies and institutions on the ground could support and prevent atrocities. How bidding for programmes could prevent this. The most enlightening thing I learned however, was the reduction in violence when women were at the negotiating table.

And this in the central point to this article. In my working life I've come to realise that to value diversity is to recognise difference. And not just difference in how we look, feel or experience life. To value difference in how we think. I don't have the statistics on male involvement in conflict or male involvement in the financial crash of 2008. What I do know through experience is it will be significantly higher than that of women.

From the board to the shop floor organisations that fail to recognise difference in thought and views will reach sub-optimal decisions. Will continue with boom and bust, will continue male dominated thought and views that fail to recognise over half the world's population.

It's significantly ironic that the image of the fearless girl above was borne out of an advertising campaign by an 83% male dominated organisation. The girl was originally going to be a cow to signify female empowerment. I wager the change from a 'cow' to a young girl staring down the macho bull was made by the 17%. It's an apt example of how balanced boards make better decisions. We work better in teams and we work better when those teams have balance and differing views.

If you like this article please feel free to share, like or comment. It's good to talk. And I'll leave it with this video highlighting some of the adversity women face in conflict and some really positive moves to end it.