For many of us, this is a frequent occurrence. I am certainly not implying that these men have nothing of value to offer - of course they do. They’re experts in their field and have earned their place to impart their knowledge and wisdom on a given subject through hard work and dedication.

However, limiting the diversity of voices and experiences of people from minority backgrounds feels hugely counterproductive. By doing so, we’re allowing unconscious bias to be showcased on a public level, which sets a dangerous precedent the world of business in years to come. After all, you can’t be what you can’t see.

It was recently reported that White British people are the minority in London and Birmingham, two of the UK’s largest cities, for the first time since records began.

Encouragingly, we are also beginning to see an increased representation of minority groups in the workplace at a higher level, with last year’s Parker Review showing that almost all of the UK’s top firms have at least one minority ethnic board member, with 97 FTSE companies committing to a scheme to improve diversity, but there’s still a long way to go.

There’s a wealth of valuable experience out there, which comes from a varied range of backgrounds and perspectives, so it is only right that we take meaningful action to ensure that we see the benefit of their lived experience, which could ultimately shape the business world for the better.

Going forward, how can we collaboratively ensure that people from minority groups are given the platform they deserve at speaker events?

Event organisers

It’s not easy to be the first one to do something. There’s a certain type of fear around the unknown and taking the first step to break away from the status quo. If you’re not certain, you should absolutely ask other organisers who you’ve seen doing similar things for help. It’s important to foster a sense of collaboration with others who have set a great example and follow their lead.

More importantly, however, be intentional and consistent in your actions. Putting together a diverse panel on one occasion, and then relapsing into old habits simply isn’t good enough.

By striving for diversity in panel events, we’re ultimately working towards the creation of a safe space where everyone feels safe and valued enough to contribute to the conversation. Putting on a diverse event on a one-off occasion fosters a culture of tokenism, which is precisely what we are trying to move away from.

Men in business

Overall, 96% of CEO’s in the UK are men, which is exactly why we need to enlist their help. If male business leaders can use their position for the better, then I believe we’d see a huge improvement where diversity in business events is concerned.

Taking actions such as challenging event organisers on their all-white, all-male panels, or even adopting a policy of refusing to sit on them, would certainly pave the way for significant change to occur, and encourage others to follow. 

Final thoughts

For the rest of us, we can strive to make a small difference every single day. If you’ve been invited to sit on a panel, then give a shout out to an incredible person who you think deserves it. Otherwise, shout from the rooftops about the people in your own, personal network whose voices need to be heard.

If we can all take these seemingly insignificant steps towards opening the floor to people from minority backgrounds, then we’ll start to see the progress that continues to lack. It’s only then that we’ll be lucky enough to benefit from a richer, more diverse business conversations.