The jury’s out on the benefits of positive discrimination. To some it’s the only way that under-represented groups can break through barriers in industry, politics and society thrown up by tradition, prejudice, or just plain inertia. Others feel it can reinforce the barriers it aims to knock down. In fact, in the US, there’s been a backlash from groups who are the supposed beneficiaries. They say it’s patronising, undermines self-worth and stirs up resentment.
Diana Stevens, marketing manager of Lionvest Trading, is in the anti-positive discrimination camp when it comes to increasing the number of women at managerial level in the timber trade. But, at the same time, she makes no secret of the fact that she thinks it’s a deficiency that they are as ‘rare as a cheerful meeting with a bank manager’. And, she maintains, the situation has barely changed in 10 years, pointing to the fact that the male to female ratio at the trade’s major social functions remains an average of 600 to 30!
Ms Stevens thinks there are a number of reasons for this imbalance, but perhaps the key one is an assumption that women don’t want managerial positions in this industry. Consequently they may not be given the encouragement that even the most rip-roaring of self-starters need to take that first step up the career ladder.
It’s not positive discrimination that’s wanted, she feels, but less negative expectation. And if this is tackled, the timber trade as a whole should reap the benefits by being able to tap into the whole pool of talent available, not just one part.
‘Our industry is all about customer service, innovative ideas, and being one step ahead, all of which are achievable by either sex,’ she said.
Also vital to attract under-represented groups into any profession are role models. So, in the light of Ms Stevens’ remarks, it will be worth watching out for a key industry appointment announcement in the TTJ in the next few weeks.
