In our latest guest blog, we interviewed Cherron Inko-Tariah MBE, Routes2Success role-model, Founder of the National Day for Staff Networks and editor of the Black History Month magazine, for Women’s History Month, putting the spotlight on this year’s theme ‘Invest in Women, Accelerate Progress’ and what that means from a race equality perspective.
Can you please introduce yourself and give a bit of background around the work you do today?
I’m an ordinary woman trying to make a difference where I can. I used to work in the Civil Service and there came a point in my life where I wasn’t progressing and the environment was no longer conducive to my development and potential. So I asked myself one question: What would I do if I wasn’t afraid? That led me on a quest to giving myself permission.
So I Ieft the Civil Service, published a book (The Incredible Power of Staff Networks) and started my own consultancy (The Power of Staff Networks). All this happened nine years ago it has been the best nine years ever. I get to do something that I love, in my own way and still help people.
My business activities have evolved and I now have two social enterprises – one of which is the National Day for Staff Networks, the only day recognising networks in the UK.
I am also a non-executive director (Board Member) at Homerton Healthcare, Vice Chair of the Seacole Group – national network for Black, Asian and other ethnic NEDs and Chairs in the NHS, and the editor of Black History month magazine
The UN’s theme for this year’s Women’s History Month is ‘Invest in women: Accelerate progress’. In what ways do you see we are, as a society, not investing in women enough?
The author and poet James Baldwin once said: “I cannot believe what you say because I see what you do”.
While we have a gender pay gap and increasing reports of sexism and misogyny, we have work to do. However, women from global majority backgrounds face even more challenges. The lack of support or reluctance when women, Black women in particular, are victims of racism, sexism (misogynoir) and hate-crime (the comments about Diane Abbot by Frank Hester is a classic example) is evident. The strategies deployed to undermine Black women in the workplace – who are often expected to do more for less, train up colleagues to work above them and receive more money and, when they refuse, they find their performance suddenly in question – are pervasive.
Black women are also most likely to be the scapegoat when things go wrong (such as Dr Claudine Gay, Harvard), even though they have delivered time and time again without sufficiently being supported in the first place. Their pain is often ignored when they are feeling at their most vulnerable (Liverpool Women’s hospital maternity case) or their concerns are deemed as an overreaction and gaslighted. Society still has a long way to go. Men are still making decisions in closed, smoke filled rooms about issues impacting women.
We’ve made some progress but need to keep pushing for those seats and voices at the top table. Otherwise patriarchal principles interwoven with systemic discrimination, will continue to have a detrimental impact on women today.”
You have previously spoken about your journey of being ‘overlooked to becoming overbooked’. Could you discuss how your experience of womanhood has been shaped by our society’s lack investment in women, especially Black women?
I am tall, dark-skinned, full-figured Black woman and when I walk into a space I am mindful of the 101 assumptions made about me even before I open my mouth (from all avenues of society). I grew up in the East End of London from a Caribbean (Barbados) household and where my mum was the matriarch.
Keep out of trouble, keep your head down and work harder than the white people”
These were three staples for getting ahead according to my mum. So I worked hard, I studied and always delivered 100%. There were times when I should have moved but I stood still (was this my comfort zone?). There were times when I should have spoken up, but I kept quiet – perhaps I was afraid of the backlash. A combination of reasons including confidence, age, experience played a part in this – so I take responsibility for those opportunities I didn’t go for. However, I started to observe that I wasn’t getting the recognition (substantive promotion, pay etc.) that I should be. Others less qualified than me, with less experience and understanding of the work than me were being promoted and didn’t have a clue. Then I would be called in, expected to ‘fix’ things and mop it all up. What was going on? When I challenged this (no matter how conciliatory my tone, or soft voice or gentle words used), I was labelled aggressive and accused of not being a team player. My skills, acumen and ability were welcomed but they came in a package which resulted in me being overlooked based on stereotypes, bias and bareface false narratives.
How do you feel this year’s theme of ‘Invest in women: Accelerate progress’ intersects with your work with young people?
It is paramount. Investing in girls and women means better education, opportunities, treatment, access etc. Michelle Obama says: “When women are educated, their countries become stronger and more prosperous.”
Search engines will tell you that investment requires “putting capital to work, in the form of time, money, effort, etc., in hopes of a greater payoff in the future than what was originally put in”. So to accelerate progress, we need to better engage with schools, youth clubs and charities working with young people. Gen Z and Gen Alpha – are astute generations. We need them to understand how to make better decisions, how to be allies and advocates and the importance of equity.
Lastly, do you have any closing statements or thoughts on this year’s theme as it intersects with your life or work that you would like to share?
I love this UN theme because globally we cannot afford to ignore this clarion call for ALL women to be invested in. It’s a timestamp because immediate action is crucial to prevent over 342 million women and girls living in poverty by 2030 (that’s just 6 years away).
Closer to home, I am witnessing an attack on the diversity, inclusion and belonging agenda from parts of the media and sadly from Government that should want to be an exemplar, a beacon on this. To accelerate progress means a commitment to make life and work better. Listening and engaging with people who feel marginalised, who experience discrimination, who are denied access into certain arenas, who are digitally excluded, who are working yet still in poverty, who need care but are ignored. It means shifting out of neutral by acknowledging that discrimination exists in our structures and institutions and being prepared to dismantle these.
As an ordinary woman trying to bring change through my work, I see progress as causing ‘trouble’ but I embrace that because in order to progress, according to the late John Lewis, we need to “Get in good trouble, necessary trouble”
To find out more about Cherron’s work supporting equity, diversity and inclusion in staff networks, visit:
www.thepowerofstaffnetworks.co.uk
This interview with Cherron Inko-Tariah was conducted by Routes2Success Programme Co-ordinator, Nisha Bhatia.
