ANALYSIS | Diversity and inclusion
would assert, we need to solve the skills crisis, and the best way to do that is to attract as many young people into the industry as possible. Justine Bullock, co-founder of bath- room retailer The Tap End, points out: “Diversity attracts diversity – so if we start being more diverse, we will attract more diverse applicants for roles”. As the saying goes – ‘you can only be it, if you see it’ and diversity generally will mean diversity of thought – different ways of doing things and different ways of thinking.
director
Elizabeth Pantling-Jones, managing at
Lima Kitchens, adds:
“People buy from people. They need to feel comfortable, understood, and wider representation will achieve this in other ways than we do today. Also, when you are more out - wardly diverse, you are more likely to create momentum on bec om ing increasingly diverse. “Taking
into
account the male / female divide, I also think that there needs to be more diversification in roles. While there are a number of females in designer, lead- taking, showroom manager and other ‘administrative’ positions, there are
protected characteristics. However, I find the notion of ‘diversity of thought’ very interesting. The idea that people coming from different backgrounds and mind-sets can strengthen businesses by thinking differently about the challenges they face.”
Role models
Mike Gahir is managing director of Lakes Showering Spaces, which sponsors the Sport 4 Life initiative that helps to educate and empower young people into education and employment via sport. In a similar vein to Reynolds, he talks about diversity of thought as being a positive outcome of having a more inclusive and varied workforce. He says: “We have seen in many industries
and situations that by
It is crucial for all industries to recognise the importance of diversity, not only as a matter of social inclusivity but also as a driver for innovation
and success Dr Stuart Lawrence, diversity ambassador, BiKBBI
still restrictions on other roles. This is part of the diversity and inclusivity issue that many misunderstand. I also think that there is a distinct lack of males in some industry roles as males are often in more senior, technical or physical positions. Achieving inclusivity would be more fluid.” The BMA’s Reynolds adds: “Our association is interested in all aspects of equality, diversity and inclusion (EDI), and we tend to think of this agenda in terms of people with legally
challenging the ‘normal way of thinking’, we can each grow as individuals. Embracing diversity allows for progression of people and in turn, organi- sations that contribute to skills and know- ledge transfer, enabling successive generations to enjoy a richer life and keep mankind on a journey of growth.
“Statistically, organi- sations that embrace diversity are average,
1.32 times
more productive than those who don’t.”
Indeed, this is all backed up by several studies by the likes of McKinsey, Forbes, and The World Economic Forum.
A 2021 report by Forbes found that companies with a diverse workforce are 35% more likely to experience greater financial returns than their non-diverse counterparts. They are 70% more likely to capture more markets and are 1.7 times more innov- ative than those that are not diverse. The benefits of diversity are
on
increasingly being recognised and there are several organisations starting or getting involved with initiatives. As the BMA’s Reynolds notes:
“Initia tives within BMA members are wide-ranging and growing in frequency and scale. They span active partici- pation in Pride month, employing new starters from different backgrounds to initiatives to bolster gender equality in the plumbing trade.”
Reynolds also challenges the preconception that the KBB industry is heavily white male-dominated. He says: “For sure, this has historically been the case and consequently the leadership of the sector remains skewed towards that demographic, but things are changing”. He says industry gatherings are now far from homogeneous, and there are strong female and BAME leaders at many of the best-known brands in the sector. “Is there more to do? Undoubtedly, but we’re on the right path and talking about it.”
Grohe is involved with the Female HIP Skills Awards and Lakes Showering Spaces is involved with Sport 4 Life, and then of course, there is the BiKBBI and its current efforts, as well as its plans with its upcoming KBB Futures initiative – something we will hear more about in the coming year. This is, of course, just a snapshot of the EDI initiatives running across the industry, there plenty more.
are likely to be
Although there is a lot of debate over how much matters of diversity, equality and inclusion are an issue in the KBB sector, it is generally agreed that having a diverse workforce is beneficial for everyone.
As Google CEO, Sundar Pichai says, “a diverse mix of voices leads to better discussions, decisions, and outcomes for everyone.” As an industry, in order to improve
and evolve, we just need to be open, be able to self-reflect and challenge any potential biases and keep having these conversations.
STATISTICS Key findings from the ‘Diversity and Inclusion in UK Retail’ 2023 report
• ETHNIC DIVERSITY Board representation has
5 percentage points
to 10% since 2021 but 30% of retail boards remain all-white (4% are all-white in the FTSE 100)
• GENDER DIVERSITY Board representation has
since 2021 to 37.8% However, this still remains well below an equal gender split
• 80% of retailers are focusing on DISABILITY in their D&I strategies
compared with 50% in 2021
• More individuals are comfortable to identify as TRANS, NON-BINARY AND GENDER FLUID in the workplace
• 65% of businesses now include SOCIAL MOBILITY in their D&I strategies, compared to 20% in 2021
• 64% of businesses could identify at least one senior leader from the LGBTQ+ COMMUNITY, compared with 47% in 2022 and 27% in 2021
improved by over 5 percentage points
improved by
VITAL
34
• November 2023
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