The document discusses diversity and inclusion in the charity sector, highlighting the significant underrepresentation of women and minorities among trustees and leadership roles. It presents statistics showing a predominance of white males in senior positions and calls attention to various barriers to achieving workforce diversity. Emphasis is placed on the need for targeted recruitment strategies, training, and development of internal talent to create a more inclusive environment.

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DIVERSITY AND
INCLUSION: FROM
COMMITMENT TO
REALITY
SPEAKER
JACKIE DRIVER
INTERIM CHIEF EXECUTIVE,
BREAKTHROUGH UK

2. Workforce diversity
in the third sector
Jackie Driver
Breakthrough UK

6. Trustees
❖ Men outnumber women
trustees two to one
❖ 92 % of trustees are white,
older and above average
income and education
❖ 71% of charity chairs and 68%
of charity treasurers are men
❖ The average age of trustees is
55 - 64
❖ The Charity Commission: Taken on Trust Nov 2017

7. Volunteers
❖ 36 % of people educated to
degree level take part in
volunteering compared to 22 of
people with GCSE grades A to C
and 13% of those with no formal
qualifications
❖ 53% are female
❖ 32% 16 - 25 year olds
❖ one in five BAME people have
formally volunteered at least once
in the last month compared to one
in four white people
❖ NCVO Nov 2017

8. Staff
❖ Leadership dominated by white
men
❖ 92 % of Chief Executives are
white
❖ 90% of senior managers are
white
❖ 70 % of Chief Executives are
male
❖ 53 % of senior managers are
male
❖ Third Sector: research 2014 &2017

9. Barriers
• Complacency
• Resistance
• Common barriers elsewhere
• Too difficult
• Funding streams mean you need a quick recruitment
• Evidence and data monitoring
• Unconscious bias

10. Pipeline issues
• Decision makers
• Who is applying?
• Targeted recruitment and the law
• Skill sets
• Volunteering

11. Actions
• Diversity metrics
• Diverse recruitment strategies
• Training
• Positive actions
• Unpaid internships
• Reaching communities of interest
• Using personal contacts to recruit
• Development of internal talent
• Accessible working environments