Diversity

Chekhov had no illusions about horticulture (‘It’s a nice, healthy business to be in, but there are passions and wars raging there too’) but even he might have been bemused by the zealotry of our Royal Horticultural Society (RHS) commissars. Last September I enrolled on an RHS Level 2 Certificate in Practical Horticulture. I was hoping to improve my gardening skills and learn more about the propagation of plants to save me forking out a small fortune at garden centres. Besides, I was tired of relying on my woefully inaccurate plant app to identify rogue forbs on my lawn. You only have to point your plant app at your family

We all know that increasing the diversity of your boardroom increases the success of your company because politicians, business leaders and academics keep telling us so. No one has ever got into trouble for making this assertion and, in any case, we have the scientific evidence to prove it – in the form of four studies pumped out by management consultants McKinsey & Company over the past decade. The first of these, Why Diversity Matters (2015), claimed, for example, that companies in the top quartile for gender diversity were 15 per cent more likely to outperform the median company in their industry, and companies in the top quartile for racial/ethnic

I don’t always watch ‘Strongest Viking’ competitions on cable. But the other day I was channel-hopping and became mesmerised by one. Firstly because I wasn’t previously aware that such banality was possible on television. People really watch men trying to push a stone or pull a rope? This was new data to me. But I also stayed because I was struck by the sheer lack of diversity. The cultural homogeneity of the Strongest Viking competition was appalling When the league tables flashed up, it transpired that the board was led by someone called Hafþór Júlíus Björnsson, otherwise known as ‘the Mountain’ in Game of Thrones. Mr Björnsson is from Iceland,

Refugees and the NHS, we are told, will be at the heart of King Charles’s ‘diverse’ coronation in May. You’d think that a thousand-year-old institution tasked with steering clear of controversy might seek to avoid such hot potatoes. But there is nothing unexpected about this royal foray into politics. LGBTQ+ groups will perform at ‘a star-studded concert at Windsor Castle’ as part of the celebrations marking His Majesty’s accession to the throne. A royal source told the Daily Telegraph the coronation ‘needed to be “majestic” but “inclusive” to reflect a diverse modern Britain’.  Unfortunately, this sounds like another example of the utterly banal EDI (equality, diversity, inclusion) events we’ve become

I noticed with interest that Gigalum island — off the Kintyre peninsula in Argyll — was up for sale for half a million quid or so. Nineteen rather barren acres, slightly warmed by the Gulf Stream. These little parcels of desolation quite often become available for purchase and I do wonder if Gigalum should be purchased by the state for the dumping of toxic waste. Gruinard island, further north, was used by the government during the second world war as a site for testing militarised anthrax, for example. My proposal for Gigalum is that it should be a repository for everyone in the country with the word ‘diversity’ anywhere in

Of the many challenges cartoonists face — rejection, money, drink, or lack of — one of the trickiest is the growing pressure to depict diversity. Nowadays readers often write to publications complaining about the dearth of ethnic minorities in our drawings and demand for cartoons to be more inclusive. It’s like being trapped in a bad political cartoon, walking a tightrope above a minefield. A quick survey of my colleagues in the Professional Cartoonists’ Organisation highlighted the following: Cartoons involve laughing at someone. If that person is black, you risk appearing racist; even including a BAME character in the background of drawing can lead to accusations of tokenism (‘background box-tickers’).

Diversity is ‘about empowering people by respecting and appreciating what makes them different, in terms of age, gender, ethnicity, religion, disability, sexual orientation, education and national origin’. If this means making their differences the most important thing about them, it fails to answer the question about what such empowering will enable them to do. A famous story about Heracles illustrates ancient priorities. He was on the cusp of manhood and wondering what path in life to take. Vice and Virtue approached him and made their different pitches. Vice (‘but friends call me “Happiness”’) offered a life of endless pleasure, Virtue something very different. ‘Men will get no fine or noble

If only God had clearly decreed exactly what sort of music he wanted us to make in church. For uncertainty on this matter is highly problematic. If only he had said, for example, unaccompanied female voices on weekdays and an all-male choir on Sundays, with nothing composed before 1800 and no stringed instruments, except at Christmas. Or something else, similarly specific. The Calvinists of the sixteenth century decided that he had said something of this sort: no music at all, except for chanted Psalms. You can imagine the Dean of Sheffield Cathedral feeling a flicker of sympathy for this position. For Sheffield Cathedral has announced that its choir is not

A part-time lecturer and friend of mine was reported to his university last month for making ‘inappropriate comments’ in the teacher’s room. These comments, related to his sceptical views on man-made climate change. The accuser, another part-time lecturer irate at such heresy, clearly wanted my friend to be sacked. Had this been a British or American university, I would have gravely worried about my friend’s position. Luckily for him, it happened in Tokyo. So his job is safe. Why? I know exactly how this complaint will have been received: politely, of course, and with the Japanese equivalent of ‘Thank you for bringing this matter to our attention’. And I know

Is it me, or is business becoming a teeny-weeny bit Stalinist? Common features include 1) Paranoia about political ideology; 2) Snitching; 3) Fatuous targets and metrics; 4) Unquestioning faith in technology; 5) Huge, economically unproductive bureaucracies; 6) Overinvestment in education; 7) Preference for theory over experience; 8) An obsession with rockets. An acquaintance in the US has been denounced for racial insensitivity for asking whether a colleague was Jewish. (Funnily enough, I was asked this all the time when I visited New York in the 1990s. I had to explain that my curly hair originates in a country that’s the same size as Israel, and with slightly annoying neighbours, but

In recent days, Lionel Shriver has been in trouble. Her criticism of the publishing industry’s diversity drive has led to her marked as a racist and even dropped from a literary judging panel. She argued that ethnic quotas harm rather than help diversity – is she wrong? As Robert Mueller’s investigation continues, several dodgy links to Britain have surfaced that could bring down Trump. And last, in the age of MeToo, is sex becoming sexier? Find out at this week’s Spectator Podcast. Do quotas help or hinder racial equality? That’s the big question we’ve been asking at the Spectator recently. Since we published Lionel Shriver’s critique of Penguin Random House’s

Earlier this week, a technology website published an internal memo written by an employee of Google called James Damore criticising the company’s efforts to diversify its workforce. This is where-angels-fear-to-tread territory. The America technology sector has come under heavy fire for a number of years for failing to hire and promote enough women and Google is currently being investigated by the US Department of Labour for allegedly under-paying its female employees. But what makes this memo particularly controversial is that Damore takes Google to task for discriminating in favour of women. He begins by saying he is pro-diversity and accepts that one of the reasons women don’t constitute 50 per cent of

Is diversity training snake oil? According to its proponents, women and minorities are not competing with white men on a level playing field when it comes to career advancement because of the ‘unconscious bias’ of their white male colleagues. The solution, if you’re the CEO of a large company, is to pay a ‘diversity consultant’ to train your managers to recognise and eliminate this bias. In America, it’s an $8-billion-a-year industry, yet a recent study in Australia suggests that, whatever is holding back women and minorities, it isn’t unconscious bias. The Behavioural Economics Team of the Australian government has just published the results of a randomised control trial involving 21,000