Weeknote S2E7: change, diversity, and resilience

After a week’s leave, over half-term, I returned to once again confront change — globally, because, well events, dear boy, and somewhat closer to home at work. This got me thinking about change more broadly.

Plus ca change…

Since I joined the civil service in October 2016, one of the only constant things I’ve experienced is change. Directly or through the chain of hierarchy, I’ve served under and/or reported to:

• 2 Prime Ministers;
• 7 Secretaries and/or Ministers of State in two depts (in my head, three, because GDS has the size and remit equivalent to a department in its own right);
• 5 Permanent Secretaries, 3 Directors General and 4 Directors.

I’ve also experienced on ‘machinery of government change,’ with my team moving from GDS to DCMS. Of course, the entire purpose of the permanent civil service is to provide continuity and independence throughout electoral and political change. But depending on your role, each movement of personnel brings with it a new set of priorities, perhaps a new strategy or approach, a new tone or emphasis — which can impact your work and that of your team, right down to individual objectives.

Recently my team is going through another period of such change. Potentially a difficult, challenging one at that. Having experienced a great deal of change in a relatively short time, I found it helpful to remind myself this week that this too shall pass, and am lucky that my personality sees more opportunity than threat in such situations. I’m also aware that others don’t, meaning the very circumstances that I like to embrace, can cause anxiety and discomfort in others. I’ll do well not to forget that if I am to be a supportive colleague

As our team navigate big changes ahead, which I can’t really set our in detail, I’ve been grateful for leadership throughout my team that is reflective, open, trusting, and willing to make big calls even though they might be personally difficult.

Diverse worries, yet I’m still privileged

Pandemic, painful loss, and its associated socio-economic chaos; racial violence; continued effects of climate change… 2020 is redefining the phrase ‘annus horribilis.’ Issues of racial disparity are once again to the fore —moving issues of diversity and inclusion (D&I) across society off the page, where they are often boxes to be ticked, into stark reality: the disproportionate impact of COVID19 on black and minority ethnic (BAME) people, and widespread civil unrest in the USA, brings D&I to life in the ugliest way.

In my (ultimately unsuccessful) application to the civil service future leaders scheme, and its associated accelerator for those from minority backgrounds, I noted that the privileges I enjoy have, to date, outweighed any disadvantage my ethnicity might have posed — but that looking ahead towards leadership positions, I can’t take that for granted. Quite apart from a loving, enriching upbringing, by attending a private secondary school and Russell Group University, obtaining a PhD, and being given a (modest) leg up onto the property ladder by my parents, I enjoy advantages that allow me to overcome any prejudices that millions like me face otherwise.

One such privilege is working in a team where I am not the only BAME member of staff, and where non-BAME people raise issues of diversity and inclusion with great humility and humanity. I usually hate being ‘that guy’ who says ‘what about BAME/accessibility/equality,’ here I don’t have to be — so much so that I am willing and able to talk to white people about race, and southerners about the north-south divide, and those from different class, gender and sexuality than mine, about those characteristics and the challenges they sometimes bring.

Personally, I think we need to continue such conversation with those who enjoy power and privilege, rather than resort to our own echo chambers, because despite powerful arguments to the contrary, I firmly believe universal rights progress when diversity, inclusion and belonging (a whole other blogpost) are seen as beneficial to all, not just a minority.

Privilege brings resilience

On a further personal note, I was in sole charge at home for a couple of days last week, and will be again in the coming weeks, as my wife does more heroic work preparing her school site for students to return. Having a seriously well-behaved child helps (he deserves the new bedroom below for sure), as does a school (his) and workplaces (mine and my wife’s) that are flexible and understanding in the expectations they place upon us. Resilience isn’t just something we develop internally, it’s a reflection of our circumstances, as the past week or so has really brought home.

As the new week starts, how will you confront change?

*If I remember correctly, Ben Gummer, Damian Green, and ever-so-briefly David Lidington while I was at the Government Digital Service; Matthew Hancock and Jeremy Wright while I was at the Department for Culture, Media and Sport; and so far at the Cabinet Office, Oliver Dowden and Michael Gove