Lord Mayor challenges City institutions to capture diverse talent

Fiona Woolf

Fiona Woolf

On July 7th 2014 two hundred leaders from the City’s ethnic, gender, sexuality and disability minorities met to debate and develop a Talent Manifesto to progress the diversity agenda of Fiona Woolf CBE, only the second woman to hold the position of Lord Mayor of the City of London in over 800 years. Entitled ‘AudaCITY – Talent Rising’ the conference hoped to kick start the Lord Mayor’s talent revolution by asking City firms’ Affinity Group leaders to challenge the status quo. The ‘AudaCITY – Talent Rising’ conference was chaired by the BBC’s Evan Davis.  read more

Government Non-Execs: No progress on racial equality

Lord Browne of Madingley

Lord Browne of Madingley

The Government Lead Non-Executive Director Lord Browne recommends keeping enhanced departmental boards, although for the third year running his annual report highlights that “the number of non-executives from black or minority ethnic (BME) backgrounds remains disappointingly low” with no new BME board appointees since the previous year. There are now 68 non executives across 17 departments. As of April 2014 there were 23 female non-executives, representing 35% of the total, compared to 36% last year. Women remain better represented on departmental boards than on the boards of FTSE100 companies but black and minority ethnic individuals continue to remain invisible in Whitehall.  read more

Cabinet Office promotes diversity in Public Appointments

Lopa Patel MBE, Founder & CEO of Diversity UK with The Rt Hon Francis Maude, Minister for the Cabinet Office

Lopa Patel, Founder of Diversity UK with Francis Maude MP.

The Rt Hon. Francis Maude MP, Minister for the Cabinet Office, hosted a networking reception at Admiralty House in London on Monday 31st March 2014 to promote diversity in Public Appointments. Attendees included Chairs of Public Bodies, executive recruitment consultants and potential board members drawn from a diverse group of communities. The Minister outlined the Cabinet Office’s remit to appoint the very best people to the boards of public bodies. In 2011, as Minister for the Cabinet Office he established the Centre for Public Appointments which works across Whitehall, as well as with the private sector to modernize recruitment practices and to attract a talented and diverse field of candidates. read more

Commissioner for Public Appointments hosts diversity roundtable

Commissioner for Public Appointments hosts diversity roundtableSir David Normington, Commissioner for Public Appointments (OCPA), hosted a diversity round table discussion on 26th March 2014 in London with representatives from diverse communities. The Commissioner was keen to investigate the reasons for the dramatic decline in black and minority ethnic (BME) representation on public sector boards. He stated, “As you know people from BME backgrounds are neither applying for nor getting public appointments in sufficient numbers. In 2012-13 only 5.2% of public appointments were made to BME candidates.” read more

Adjournment Debate at the House of Commons

Seema Malhotra MP

Seema Malhotra MP

Seema Malhotra, Member of Parliament for Feltham and Heston, spoke at an adjournment debate about ‘Diversity in Public Appointments’ in the chamber at the House of Commons on Thursday 13th March 2014. Drawing upon the Cabinet Office Public Bodies 2013 report and the Diversity UK ‘Beyond the Glass Ceiling: Representation in Public Appointments’ survey results, Seema spoke about the need “for equality to ensure the best decision making possible for our public services”.  The government was represented by The Minister for Civil Society, Mr Nick Hurd MP in the debate.  read more

Busting the ‘meritocracy’ myth about Public Appointments

Diversity UK 'Beyond the Glass Ceiling' Report CoverThe ‘Beyond the Glass Ceiling: Representation in Public Appointments’ report by Diversity UK busts the myth that Public Appointments are made solely on the basis of merit. The survey, which for the first time collected the views of ethnic minority individuals, particularly women, found that the majority had not applied for a public appointment despite being aware of these appointments and despite 60% expressing a wish to apply in the future. Overly detailed application forms, requirements for sector-specific and previous board experience, poor feedback and a lack of cultural knowledge from executive recruitment consultants were all cited as reasons for detracting respondents from applying.  read more

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