Why I am not talking about diversity* anymore

In the first six months of this year I have had to raise the question of diversity at 21 different charity sector events and/or press releases. 21.

And if you want to skip the preamble move to the end where I demolish the 4 most common answers to the question:

'Why is it only white middle class men on that platform, in that press release, at that roundtable, on that Board?'.

I am so tired of having to ask that question. It is exhausting. And then responding to the oh so predictable answers. But what is most exhausting is that I have had to ask of people who should be allies.

Caveat - it is not as exhausting for me as it is for others. I am white. It is easy to hide my faith (not on Ash Wednesday of course - Ash Wednesday rocks for Catholics (if you know you know.)) My disabilities can be hidden in the main. I am bi but married to a man (which means I can pass for straight - whole other blog). And those things that they will attack me for in their ad feminam approaches - my insolvency, my mental health, my politics - I am pretty comfortable on. And I have power, position and patronage.

So exhaustion is relative.

But it still means penis pictures if I talk about feminism. Claims of woke if I talk about diversity.

And yet even this is not so tiring.

It is the fact that the people who organised those 21 things were civil society leaders. Advocates of access. Good people doing really great campaigning and service work. For the love of God (Catholic remember) these are supposed to be our best allies.

And this is where I paused before writing this piece. Because. It is career limiting to challenge too much. The random penis picture sender has limited power. But being the person who always has to say 'um - inclusion' means I regularly have to hear the sound of people's eyeballs dislocating as they roll backwards. I know that while they know I am right they will often be muttering 'oh her again'. And I fear that this means I may not get invited to other events. That my cards are marked.

And I know that I am not alone in this. As I interview sector leaders for PhD and book I hear this fear time and time again from really senior sector leaders. Many of them women or from global majority (or both - heaven forbid people can be more than one thing). We want to speak out but we are tired and fearful.

Look. We know that there are those who don't care about equity, diversity and inclusion. And indeed a small - but vocal - minority who are actively anti these things. You know - racists, disablists, misogynists, homophobes. We can be clear that these people exist and we can call this.

These people are for another blog.

This is to the people who intellectually get the EDI need. From a values base. And who in their personal and professional lives espouse it. It is for you. I - no we - are talking to you.

So.

I am not talking about diversity* any more. I am not explaining why the 4 arguments for a lack of diversity on the platforms you control or choose to sit on are wrong.

Instead firstly I am signposting them to this blog where I have captured and responded to the standard responses with - as is my want - some solutions. Because most of these things are so easy to fix. This may mean you giving up some of your power and position - get that is hard. Get you may hear this as a criticism. But this is structural. Not personal. Unless you are the one without power. Then it fast becomes personal.

And secondly I am not asking the question any more because you are. If are part of the establishment in the charity sector and you have power YOU speak out. You be the one picking up the fight. Don't sit there waiting for your staff to do it. Don't enjoy the glow of 'making change' while breaking the backs of those who are driving the change. You do the work. You take the risk.

How to challenge answers to the question 'why is it only white middle class men on that platform, in that press release, at that roundtable, on that Board'.

We didn't have time to get different people into the meeting/onto the press release/onto the conference platform

Mmm. Pretty sure there are more people than middle class white men that have access to phones/email/DMs? And that can respond quickly?

What you mean is that you didn't have anyone in your network other than the same old same old. So at last minute that's what you fell back on.

So. Be prepared. You know what you are campaigning on/speaking on. And you know last minute opportunities will come up. So:

• Research now who the others speakers/experts are in this field that don't replicate who you already have. Approach them now for the basics eg bios, standards quotes, pictures etc.
• Where they are smaller organisations/freelancers or new to this etc. use your resources to help them eg help them craft good quotes, shape their notes to editors, brief them on how policy meets work etc.
• Make sure the right people in your network/team have the contact details

Ah but we already have all the experts that we need

This is a very common response. And it speaks to the heart of one of core reasons for diversity.

A lot of the big societal problems we are trying to fix - environment, systemic violence against women, inequitable economies, threats of war etc. - have been on the table for decades. And many would argue we haven't moved forward. Now whether that is because the same group of experts and power gatekeepers have fought change is one question not for this blog.

But, it is true to say that the - broadly white middle class men - expert blob haven't fixed it yet. So. Maybe. Just maybe some new perspectives might help.

See point 1 above. Be prepared. Get other people in the room and on the page.

But this isn't an event/press release/article about access

Holds. Head. In. Hands.

Partly because even at events that are about access rules 1 and 2 not applied.

But mainly because members of global majority, disabled people, women, gay people, trans people are also experts in their fields. So when you have a group of white male environmentalists talking about say - global warming - other types of people are available. Not every heritage expert is white OxBridge man. They just aren't.

But it has to be the CEO

Does it. Does it really? CEOs are important. It is broadly an administration position but it comes with leadership and kudos and status. Of course it does.

But look. We are trying to broaden the leadership of the third and not for profit sector. We know most leaders of the biggest organisations are broadly a homogeneous group who went to same types of organisations and have followed broadly identical career paths. If every event or press release just showcases them then we are never going to change. And see point 2 for why that matters.

So. Consider ways you can move beyond just being the CEO.

• Give a platform to the most senior expert instead. Their quote. Their chance to network at an event. Their conference platform to share their expertise.
• If organising an event and you have to invite the CEO for status reasons then consider offering 2 places and inviting CEOs to bring a member of their team.
• If status matters maybe invite a trustee instead of/as well as CEO.
• Consider leadership in the round. At a recent charity event for leaders I realised all the CEOs were white. So I broadened brief to include leaders in the field and had a much richer event for it.

*Obviously I will still be talking about diversity. Because it matters. But it would be really nice not to be doing it alone.

For more reading this toolkit from Penny Rabiger is packed with guidance and links - and a reminder of why this matters.