The Time is Now - On Diversity, Equity and Inclusion

By Fancy Sinantha

A remarkable body of research over the last decade has confirmed the importance and benefits of diversity and inclusion, and the need for social mobility more broadly. And yet, millions of people are still being left behind in the United Kingdom (UK). If the academic and policy literature isn’t enough to convince you or isn’t keepin’ it real – pick up, read and digest Darren McGarvey’s, Poverty Safari or Afua Hirsh’s Brit(ish).

The challenge for all of us is when we find ourselves no longer ignorant, but educated; when we have some knowledge, tools and resources and don’t feel the responsibility to act. To start somewhere. To do something. To crawl or bum-shuffle. Why? Because your knowledge, matched with our good intent, matched with our action, seriously matters to millions of people.

It matters to social mobility. The UK is ‘virtually stagnant’ from ‘birth to work’. As the Social Mobility Commission report revealed, many are experiencing quadruple disadvantage (class, disability, gender or sexual orientation, and ethnicity) leading to a lack of harnessed talent and potential in the UK.

It matters to employment and the economy. Employers are desperate for talent and diversity and inclusion spurs innovation and productivity.

It matters to health and wellbeing. Inclusion drives well-being and well-being drives inclusion. If individuals are able to bring their authentic selves to their work and life and have the right support structures in place, they are happier, healthier, and ultimately perform better.

It matters to society. Diversity, equity, and inclusion is about people – how we get on and work with others with different perspectives and lived/learnt experiences. It’s social cohesion, silly.

It matters to UK Plc’s global standing. It is hard to escape globalisation and it is clear that diversity and inclusion promote innovation and competitiveness. The UK currently ranks eighth in the World Economic Forum’s Global Competitiveness Index. I’m not sure about you, but we should be ambitious about moving up in the ranks.

Despite its importance, progress on diversity, equity, and inclusion, and social mobility more broadly, is still slow. It is often acknowledged and given ‘tick box’ responses but ignored when it comes to long-term culture change – passing new policies and laws, setting targets (heresy!) or similar positive action, and recruiting, supporting, and training people and mixed-teams, for the long-term.

This is why when there is good news in this space, I want to SHOUT TO MARS about it (I’m still getting the hang of this – bear with me).

Today, I want to applaud WorldSkills UK for taking action on diversity and inclusion, and social mobility more broadly. I applaud them for seeing where the opportunities are in their own work and bringing in The Social Innovation Partnership (TSIP) to help unpack and research what has been happening, given the current landscape.

“The WorldSkills UK challenge is exactly what the future of work needs because it speaks to the future for all of us that lies in the ambition, passion, innovation, and energy of our youth.”

- Lord Victor Adebowale

[WorldSkills UK D&I Research Advisory Group Member]

WorldSkills UK commissioned us to undertake a review of diversity and inclusion in its Skills Competitions Programme to inform its strategy and practice; its national and global leadership on skills. Our report and recommendations in Championing difference for a better workforce: Increasing diversity and inclusion in the WorldSkills UK Competitions are based on an analysis of 3,021 registrants’ data; the voices and experiences of 697 stakeholders (competitors, Skills Champions, teachers/trainers, Principals, employers, Competition Organising Partners, Judges, Training Managers, and Performance Coaches); and the insights from four literature reviews on representation and diversity in further education and apprenticeships; gender, competition and participation; the impact of role models on attainment and participation, and unconscious bias and discrimination.

“I really welcome this report - The WorldSkills UK team led by Neil, its partners, students, and the TSIP team on this project led by Fancy have all done a great job. It takes courage to say we are going to lift the lid and see what is under the hood, and WorldSkills UK has done that with the help of TSIP and a thoughtful/challenging Advisory Group. What they and their partners have identified is that if the U.K. is going to remain an economic force in the 21st Century it’s only going to do that by valuing the importance of skills and ensuring that WorldSkills UK young people acquire the skills they need, and those with skills will get to step up, and into the WorldSkills arena. I hope this report can prove the catalyst for helping to keep WorldSkills UK and our College system right at front of the pack!”

- Stephen Bediako, Co-Founder and Chair, TSIP

[WorldSkills UK D&I Research Advisory Group Member]

We recognise that some findings and recommendations might not be new, nor is the research exhaustive – but this report focusses on the particular lens of the WorldSkills UK Competitions, with its most comprehensive primary data and interview review to date.

We also know that some elements of our report may be harder to address or may take more time and patience than others. As WorldSkills UK Chief Executive Dr Neil Bentley-Gockmann OBE outlines in this blog, and in today’s TES article, they are serious about acting for positive change and are taking the first steps in what is a long journey.

WorldSkills UK recognises its vital role in nurturing the development and skills of young people. As one of the leading organisations supporting and developing the UK’s current and future talent pool, WorldSkills UK is ambitious about holding itself and its partners to account on diversity and inclusion, and social mobility more broadly.