In honor of Black History Month, we're celebrating local Black leaders whose work in Bristol is driving inclusion and making a real impact.

Our final champion this month is Sonia Cohen, People Advisor at Graphcore. Sonia works hard in her day job and still finds time in the evening to be our Operations Manager at Bristol Women in Business Charter she also plays lots of netball! 
 She is a champion of equity and you will see her at our events taking notes, managing speakers and hosting panels
She manages all our signatories and our peer to peer programme, we'd be lost without her!

We asked her to tell us a bit about herself

• OOh this question always throws me. I am a reflective individual who enjoys taking in the amazing qualities of humans. Our behaviour, feelings and communication styles. 
• Monday to Friday,  I work as a People Advisor for a tech organisation, by night (!) Operations Manager for Bristol Women in Business Charter. I like Batman movies! In my spare time, I train and play netball in a local league. I love reading books and journal writing. Both tap into possibilities and reflections. As well as calming for different reasons. I love the idea of storytelling, my own thoughts and reading the insights and imaginations of other peoples.

What does good allyship look or sound like for you?

• For me, good allyship looks like asking questions "why do you think that" "how did you get to that". Calling out the uncomfortable. Allyship is about support.  Challenging thoughts and trying to get people to consider that we are individuals and one doesn't represent all. Even that one person situation will be made of many pieces because that is life. To agree isn't An ally will aim to support and this isn't always even about agreeing. 

How can the men and women around you be better allies in Black History Month?

• In Black History Month and outside of it, make an effort to self reflect. Utilise access additional resources that are available under the Black History Month banner.
  
• Attend an event, join a webinar. 
  
• If hiring, consider the employee base. Are minority groups being discriminated against at points during the recruitment process? Are the panel of "experts" diverse in your latest company event. 

What does the Black History Month theme 'reclaiming narratives' mean to you? 

• For me reclaiming narratives means acknowledging and sharing the black history as we know it from the lives of black people, as well those who have recorded and shared their stories. As I feel as black people sometimes things are "obvious", yet whilst we should all make an effort to learn. If we don't share what we know, we don't move any quicker. 
• Black people were enslaved. Yet black people were and are also creators, business owners, inventors scientists & change makers. Slaves, musicians and sports stars are not the only story for us. For me, reclaiming the narrative means being represented. Like all humans, we have triumphs too. Changing the narrative for me is having channels and shops promote movies and books where black people are shown as heros, lovers, front covers and leads. The media hardly show World war images that include  black and asian soldiers who were active and present. The Windrush is a boat, not just a scandal. The scandal is the thing that happened to black people, not by black people. 
• Black culture is widely adopted, yet the narratives are often challenging partially due to lack of representation and allyship in the decision making spaces. 

This Black History Month, is there a person or community group you'd like us to celebrate?

• Black Mothers Matters, a group that has quickly been established  they are doing great work in Bristol to support and bring together black mothers both pre and post pregnancy.  Black South West Network  also a great organisation for commiting to bringing people together to influence decision making and share learning practices.

Thank you Sonia for taking the time to share your thought with us!

In honor of Black History Month, we're celebrating local Black leaders whose work in Bristol is driving inclusion and making a real impact.

​Today, we spotlight Karl Brown, Commercial Property Partner at Clarke Willmott and founder of the Bristol Property Inclusion Charter.

• Karl is a commercial property partner in the Bristol office of national law firm Clarke Willmott LLP
• He specialises in acting for clients on the sale and purchase of residential development land.

We interviewed Karl to find out more about him and celebrate the work he inclusion does in Bristol.

• I launched the Bristol Property Inclusion Charter in 2019 to boost diversity and inclusion in the Bristol property sector.
• Outside of work I enjoy spending time with my family (I have two young twin daughters), going to the gym and also the cinema.

What does good allyship look or sound like for you?

• It means empathy, better understanding of our various backgrounds/characteristics and positive support between all of us.

How can the men and women around you be better allies in Black History Month?

• Having an open mind and being willing to learn and share cultural experiences and backgrounds.

What does the Black History Month theme 'reclaiming narratives' mean to you?

• Ensuring that the many fantastic life stories and positive contributions of various individuals from the UK black community are heard and shared.
  

​This Black History Month, is there a person or community group you'd like us to celebrate?

• As the child of Windrush generation immigrant parents I always want to celebrate the fantastic contribution of the Windrush generation to the UK.
  

​

Find out more about the work Karl does here:


https://www.clarkewillmott.com/bristol-property-inclusion-charter/


💡 Watch this space for more champions we will be sharing this month and reply in the comments to tell us about your local champions!

​Sandra Gordon, Director of Bristol Women in Business Charter said: “We congratulate the new Prime Minister, his government and all the MPs who have been elected in Bristol. With a change of this magnitude comes the promise of better working and living conditions for women.
 
“This in turn is good for the economy – where women thrive, local communities become stronger and healthier. So, we also welcome the Labour Party’s commitment to creating better business that creates financial prosperity but also social value. 
 
“Our city has a huge part to play in supporting the ambitions of this Government and with the region’s first Green Party MP there will also be an added focus on climate justice, which goes hand in hand with social justice. 
 
“We will now be looking for this new administration to take immediate and direct action to tackle the significant challenges facing women around issues such as affordable childcare, gender pay equality and increased intersectional female representation in the decision-making process.”

Progress toward gender equality is “vanishing before our eyes,” United Nations Secretary General António Guterres told the Commission on the Status of Women ahead of International Women’s Day last year.

We all know the financial business case for more diverse inclusive teams and the benefits not only monetary but culturally they can provide any organisation.

So why…

It will take another 131 years to close the global gender gap at the current rate of progress. This means we won’t realise a gender equal society until the middle of the next century unless more action on equality is taken. We also know it is against the law to discriminate against someone because of their:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race
• Religion or belief
• Sex
• Sexual orientation

So why despite it being against the law, we are still seeing continual discrimination and inequalities being experienced against these characteristics?

It is important not to create a hierarchy of protected characteristics. It’s time to step up and drive systematic change for multiple, overlapping areas of inequality.
Maybe it is time for businesses to take an intersectional approach to gender?
For example - That means recognising that the inequalities faced by women of colour are not simply those faced by white women with a racial element added on -  they are fundamentally different. Too often that distinction is under-appreciated.  

Gender is not a single construct.

Women intersect across all the protected characteristics. The current approach of businesses seemingly focusing on one protected characteristic at a time or the one that is on trend.

How effective is it?

But approaching gender, race, disability, sexuality and all the protected characteristics one by one, on an individual basis does not help to recognise the interconnection between them all. 

Is this actually slowing down the pace of progress?

What if the approach was to understand and tackle the reasons for the inequalities experienced by women.
What are the common denominators for inequality? 

Tackling inequality is not the role of one, it’s the coming together of everyone. 

Boughey, a member of the U.K’s All-Party Parliamentary Groups on Women and Enterprise, and Women and Work, argues that the rise of women is not about the fall of men. It’s about valuing the unique difference we all bring. “Gender balance is a whole-society issue where everyone has a role in bringing about change,” she says.“ Leaders need to demonstrate advocacy and an inclusive mindset, but also encourage everyone to commit to calling out inequality and involve them in decision-
making.”

There is often a ‘one size fits all’ approach to interventions and change. But the experiences within women – between individuals and between different groups of women – are often more varied than the experiences between women and men.

There is a need to understand this variety in women’s experiences, and how this is determined by other intersecting identities, especially those that are marginalised or stigmatised.

What is most troublesome about the one size fits all approach, is that gender interventions and initiatives are most often based on the experiences of the dominant group – such as those women who are white, middle-class or straight. This is problematic, both because the experiences of such women are by no means universal, and because women not included in this group often face the greatest inequalities.

How about having fully integrated groups and teams working together on reducing inequalities? 

Of course, there as nuances, differences for each aspect of inequalities experienced by different groups and it is important to recognise what these are and embrace them, include them, and assimilate them into your organisations. 

By taking an intersectional approach, a firm does not have to ‘pick and choose’ actions to tackle one social inequality over another. Furthermore, ensuring true diversity of thought requires a joined-up,
holistic, approach to equality.  

We need to:

• Acknowledge that gender is not a singular construct.
• Recognise that individuals have multiple identities that intersect and influence their experiences.
• Listen to and learn from their experiences to gain a more nuanced understanding of the challenges they face.
• Collect and analyse data in a way that considers intersecting identities.
• Develop policies that take into account the intersectional experiences of individuals – ensure their voices are represented in shaping those policies.
• Work to challenge and eliminate stereotypes that perpetuate biases based on gender, race, or other identities.
• Engage in ongoing self-education to deepen your understanding of intersectionality.

What are the common denominators? The root causes of systemic inequalities that impact various intersecting identities.

Businesses you need to ask yourselves:

• Is the approach I am taking towards gender equity - working? And by working is their total equity for all, will all the women who work for me, say that they feel there are no cultural barriers to being hired, retained, and having the opportunity to progress within your organisation?
• What progress am I really making?
• Is the employee support groups just a tick box exercise with no real accountability from the board
• What is the culture of inclusion and belonging in my organisation?
• How can a joined-up approach to addressing inequality be achieved right across a firm? 
• How can I help to shorten the time it will take to close the gender equality gap?
• What do I need to do to make a real sustainable difference for the women who work in my organisation?

We are proud that the Bristol Women in Business Charter is not just about gender, we are looking at gender through an intersectional lens.

Every year, from November 16th to December 16th, the United Kingdom celebrates Disability History Month, a time dedicated to recognizing and honouring the contributions, struggles, and achievements of disabled individuals throughout history. This month is not just about remembering the past but also about promoting a more inclusive and accessible future.
The experience of disability can vary greatly among individuals, and the extent of disadvantage often depends on several factors, including the type and severity of disability, socio-economic status, cultural and societal context, and access to support and resources. In many cases however, disabled women face unique challenges that can compound their disadvantage compared to disabled men. 

• Intersectionality: Disabled women often face intersectional discrimination, as they are marginalised not only due to their disability but also because of their gender. This can result in a higher likelihood of experiencing discrimination in various aspects of life, including employment, healthcare, and education.
  
• Gender Pay Gap: Disabled women may experience a larger gender pay gap compared to non-disabled women. This is partly due to the additional barriers they face in the workforce, including bias and lack of reasonable accommodations.
  
• Healthcare Disparities: Disabled women may encounter challenges in accessing appropriate healthcare services, particularly in areas related to sexual and reproductive health. There can be a lack of awareness and accommodations for their specific needs.
  
• Caregiver Roles: Disabled women often take on caregiving responsibilities for family members, which can limit their participation in the workforce and other activities. This may result in financial and social disadvantages.
  
• Violence and Abuse: Disabled women are at a higher risk of experiencing various forms of abuse, including domestic violence and sexual assault. They may face additional difficulties in escaping these situations due to their disability.
  
• Access to Education: Disabled girls may face barriers to accessing quality education, which can limit their future opportunities and perpetuate a cycle of disadvantage.
  
• Stereotypes and Stigma: Disabled women may confront negative stereotypes and stigma related to both disability and gender, making it more challenging for them to assert themselves and achieve their goals.
  

It's important to note that the experiences of disabled people are highly individual and can vary widely. Efforts to address these disparities include advocating for policies that promote equality and inclusion, providing accessible healthcare and support services, and raising awareness about the unique challenges faced by disabled women. In general, promoting a more inclusive and equitable society benefits everyone, regardless of their gender or disability status.
One of the most significant aspects of UK Disability History Month is its role in promoting inclusion and accessibility. The disability rights movement has come a long way, advocating for equal access to education, employment, and public spaces. The introduction of the Equality Act in 2010 was a milestone, legally obliging organizations to make reasonable adjustments to accommodate the needs of disabled people.
However, the journey toward full inclusion is ongoing. The fight for accessible public transport, equal opportunities, and the elimination of ableism is far from over. UK Disability History Month reminds us of the work that still needs to be done and encourages us to be part of the solution.

​

The Women in Business Charter team held their latest event on 20th September 2023, Recruiting for Difference, hosted by TLT Solicitors.

The event kicked off with a panel who shared practices that their organisations were spearheading to support the recruitment and retention of women. This was followed by a lived experience panel sharing their personal stories as women or, the impact of the intersectionality of being a woman at work.

Some of the key initiatives to improve the future outcomes for women in the workplace were in the following areas:

• Menopause Support. TLT have launched a new provision for menopause which includes free diagnostic testing, a line manager toolkit, and free access to the Peppy Health menopause app.
• Accessible Policies During Recruitment. TLT have ‘lifted the veil’ on their people polices, making them accessible during the recruitment stage.
• Promote Flexibility. TLT advocate trusting your staff to get the work done however and  wherever best works for them.
• Early Access to Interview Questions. Bristol University acknowledged the support for neurodiverse students is far better than that for staff. Staggeringly, 80% of women are not diagnosed by the age of 18. This is for many reasons, including women and girls are better at masking than boys and so symptoms often go unnoticed, and tests are based on male data from clinical trials, which skews the results. The university have been giving out interview questions to all candidates before the interview to help them to prepare.
• Helping Disadvantaged Mums Back to Work. Sixteen women who were on long term benefits and part of the Women’s Work Lab Scheme, were offered permanent positions at Hargreaves Lansdown.
• Workplace Culture. Gritty Talent have developed a product that supports companies build healthy workplace cultures by giving them a ‘tough love’ report.

Inequalities faced by ethnic minorities in Bristol
We want to showcase the shocking statistic that Sangeetha Wynter from Babbasa shared which is that Bristol ranked seventh worst of 348 districts in England and Wales for the multiple inequalities experienced by ethnic minority communities, with this situation worsening over time (University of Manchester CODE and Runnymede Trust, 2017). Clearly, there is a lot of work to be done in this City, not just around gender equality but racial equality and their intersection. Babbasa are involved in creating equitable opportunities for young people and the brand presence of their Company is so powerful that having the Babbasa logo on an employer’s company website, serves to help people
apply for that job.

Lived Experience Panel
The lived experience panel shared experiences of how disabled women are less likely to progress as far and how there is a need for more disabled women and STEM women as role models and mentors.
Lack of flexibility for working mums in the teaching profession, using gender neutral language for the LGBTQ+ community (e.g., partner vs boyfriend) and how sick leave related to an impairment is compounded if you are a woman due to pregnancy and menopause, were also topics discussed.

Bristol Women in Business would like to thank the attendees and panelists for your contribution and sharing your insights, organisational practices, and personal experiences to support the work of the Charter.

Further information:
https://babbasa.com/ https://www.burges-salmon.com/
https://www.womensworklab.co.uk/ https://www.bristol.gov.uk/
https://www.hl.co.uk/ https://www.gov.uk/government/organisations/ministry-of-
defence
https://www.bristol.ac.uk/ https://www.grittytalent.tv/
https://www.tlt.com/
Social model of disability
BBC article about women and housework

Professional panel members: Sangeetha Wynter (Training and Inclusion Manager, Babbasa), Dr Caroline McKinnon (Equalities Charter Manager, University of Bristol), Karen Cooke (Head of Capability and Engagement, Hargreaves Lansdown) and Mel Rodrigues (CEO, Gritty Talent)

Lived experience panel: Trish Uwanogho (Senior Portfolio Manager, MOD Artificial Intelligence Centre), Amy Davies (Senior Associate, Burges Salmon), Louise Duggan (Talent Coordinator, the Women’s Work Lab), Victoria McCarron (Trainee Solicitor, Burges Salmon) and Megan Belcher (Equalities Support Officer, Bristol City Council)