STOP chasing diversity targets – and take action.
Those are the strong words from a leading culture change expert who spent more than 30 years working for the police and was, at one point, one of the UK’s most senior Asian officers.
Kul Mahay, whose appointment pioneered the way for many other BAME officers and staff, feels that whilst we are making strides when it comes to inclusion and diversity, as a country, there is still a way to go.
His comments come after the Met Commissioner, Sir Mark Rowley, announced a robust approach to culture change, admitting he ‘shed a tear’ over the state of his force.
A damning review on the Metropolitan Police’s misconduct procedures found the internal disciplinary system to be racist and misogynist.
Kul works with universities, healthcare providers, public sector, policing and private sector businesses across the UK and abroad to transform cultures and develop leaders. He is on a mission to create change as the UK marks Black History Month.
He says: “I welcome the honesty of Sir Mark Rowley and the fact that he wants to challenge unacceptable elements of culture.
“However, this has been a recurring theme in the police service for the past four decades; the rhetoric needs to change, and different actions need to be taken that focus on developing the right kind of culture based around emotional intelligence.
“In essence, the Met Police need to create a culture where everyone feels seen, heard, valued and appreciated. True diversity is about embracing our cognitive difference. It’s not about the colour of your skin, your gender or your sexual orientation.
“I see far too many organisations employing people because of their ethnicity or sexual orientation, to meet targets for representation – rather than selecting the right candidate. Sometimes it is justified under the term of ‘inclusivity’ but often it is far from the case.
“We need to stop chasing diversity targets, ticking boxes and using ‘diversity’ as a buzzword. Now is the time to take action and make a difference.
“For too long, the rhetoric has been that representation of visible diversity would benefit organisations and improve the services that they offer.
“And whilst visible diversity in organisations is refreshing and can build confidence in junior members of the team, or the public and other stakeholders, there is no guarantee that this results in any level of improvement of performance for the organisation or indeed the experience of the staff that I have been recruited.
“The reality is that far too many people of colour or others from underrepresented groups are recruited to satisfy some targets set out for representation, i.e. how ‘inclusive’ the organisation appears to the outside world. Yet, the turnover of staff across many industries in their early years of service suggests that those recruited do not feel valued within the organisation.
“The true benefit of improving representation in any organisation, is to embrace alternative views, opinions and ideas based upon the differing experiences and journeys that members of the organisation may have come from.
“There is little point at all in recruiting people of colour or other under presented communities if they have the same mindset, experience and ideas of the existing leaders.
“A strong example of this is UK government, where we seem to have a rainbow of diversity but the rhetoric has not changed; in truth, all members of the cabinet come from a similar social class or education and thus will not truly be able to resonate with the differing experiences of communities across the UK.
“True diversity is about diversity of thought or cognitive diversity. This requires building a culture that encourages people to contribute to the conversations from their own unique experiences. This is the very foundation of creativity and innovation which we need to welcome as we navigate through the challenging times that many organisations are facing right now.
“In order to achieve this, organisations need to work on the courageous step of addressing culture reform, rather than simply trying ‘look inclusive’.”
Kul’s comments come after rapper Stormzy pleaded for diversity to no longer be used as a ‘buzzword’ too, in his acceptance speech at the Association of Independent Music Awards 2022.
In his pre-recorded acceptance speech, Stormzy said: “I encourage everyone to not just use diversity as a buzzword, but for you lot, whatever position you’re in, whatever role you play, to really be a driving factor for it and not just see it as a quote or as a box to tick.
“Really see the worth and the value in being diverse.”
ENDS
For further information please contact Kerry Ganly at Penguin PR on 07734 723951 or email kerry@penguinpr.co.uk
