We need a renewed focus on the representation of both gender and ethnicity on boards, ensuring targets are comparable and given equal profile.
This year we just reached the Hampton–Alexander Review’s target for female directors in the FTSE 350; next year, we are very much on course to badly miss the Parker Review’s target for directors of colour in the same group of companies.
Understandably, these two facts have caused concern that progress on gender has somehow been "instead of" or even "at the expense of" progress on ethnic diversity. Yet this view is puzzling to diversity experts. We know that rather than being a zero sum game, where one group competes with another for a finite resource, more diversity and inclusion for some creates more opportunities for all.
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