Steve Mannix wonders when the move towards equality will reach the boardroom.
According to the dictionary, to govern is to rule with authority. There have been times when I have seen Boards of Directors in the arts do this, but not very often. For the majority of disabled and Deaf people it really does feel as though these rules have kept them out. Authority has been used against them. They have been denied access to this important decision-making forum. Stop and think for a moment. How many disabled or Deaf people do you have on your Board? When did you last openly recruit for disabled and Deaf board members?
According to research we carried out for the Mayor of Londons Office last year, only 1.4% of the board membership of arts and cultural organisations in Greater London is made up of disabled or Deaf people. Given that 10% of that population is disabled or Deaf, we have a long way to go to ensure true representation. Disabled and Deaf people have the same skills as their non- disabled counterparts. Perhaps more importantly, they have personal experience. However, please do not assume that any one person will know everything that there is to know about access or disability they are not super-disabled! Think in advance about what it is that you need and about who might be able to best offer it. A simple job description and skills audit will help to clarify your thoughts. Has your organisation thought to offer a professional development package? For the majority of disabled and Deaf people this could be the first time they have received this level of training. You could establish a simple mentoring or buddy scheme from within your board. You will find that the culture of your meetings will change (in the majority of cases for the better).
Another factor to consider is the benefit trap. A lot of disabled people are unable to work. Instead, they are forced to volunteer. Yet this group of people possess a wealth of experience they can bring to the table direct skills, advocacy, and community development to name just a few. Many have chosen to use this appalling position to work on behalf of organisations through board or advisory group membership. Who knows? You could discover that of all your board members, the person you thought would be the most challenging might actually be the one who offers the most time and makes the biggest contribution!
But how the hell do I pay for access? I hear you cry. Firstly, there should be a budget set aside for access. This can start small and develop over time, but it should be there and remain there. Secondly, bear in mind that many disabled and Deaf people have an agreement with the government scheme Access to Work to meet their access costs. For example, when a small gallery wanted to offer a place on their board to a Deaf woman, she was allowed to use a certain amount of work hours per month for professional development. The board meetings became part of her work so she was able to use her own interpreters.
At the end of the day why bother? Well, disabled and Deaf people already use your services. In turn, they have a right to representation at the highest level within your organisation. On a business level, to have one of your customers sitting at the board table surely offers you a greater insight, as well as an opportunity. More importantly, it sends a strong message to stakeholders, users, artists and audiences that you are committed to equality and diversity. Involving disabled and Deaf people in the decision making processes at the heart of your organisation will have a hugely positive impact. I guarantee that you will gain a new insight into your work and practices.
Steve Mannix is Chief Executive of Shape.
e: steve@shapearts.org.uk