Michael Barrington-Hibbert grew up on a council estate in the UK. When he began working in the City of London, he didn’t share his background for fear of not being accepted. When he realised he was falling behind his peers by not being true to himself, he realised the importance of authenticity to be able to thrive at work.
He is now CEO of Barrington-Hibbert Associates and the co-founder of 10,000 Interns Foundation. He is a supporter of The Lord Mayor’s Appeal Power of Inclusion initiative, which aims to increase opportunities for people from diverse socio-economic backgrounds working in London.
Q Why did you decide to get involved in diversity and inclusion campaigns?
A “I believe it’s crucial for people to recognise that social mobility doesn’t have a singular representation. By getting involved, I aim to share my story and encourage organisations to understand that difference does not equate to deficiency. Embracing diversity can enrich a workplace and challenge individuals to step out of their comfort zones, ultimately fostering growth and innovation.
“A peer of mine, Gavin Holland, joined me in the Power of Inclusion Storytelling video [you can watch it through the link below]. You might assume we have little in common. However, our experiences highlight the ways the City of London has positively impacted our lives.”
Q What difference can the programme make?
A “Recently, I had the opportunity to engage with a high-profile organisation that appreciated the work I do and acknowledged the need for increased representation across various dimensions, including social mobility, gender, and ethnicity. While they recognised the value my firm could bring to their organisation, there was an underlying fear that prevented the partnership from materialising. Despite their theoretical commitment to change, some senior leaders were uncomfortable with the implications it would entail. This experience underscores the importance of having senior leadership on board, as change must be driven from the top to effectively progress social mobility.”
Q Why is it important that social mobility is recognised and spoken about more widely in the workplace?
A “It shouldn’t be the responsibility of underrepresented individuals to constantly explain the challenges they face. In many senior roles within the city, the demographic representation typically skews towards those who have been privately educated, creating a monoculture that lacks diverse cultural references and experiences. While there are some leaders from lower socioeconomic backgrounds, they remain the exception rather than the norm. This reality highlights the need to critically examine and transform the existing culture. By fostering change at the top, organisations can create an environment where individuals from all socioeconomic backgrounds feel comfortable sharing their experiences.”
Q What advice would you offer to employers looking to recruit and retain employees from diverse socio-economic groups?
A “Honesty about the ‘why’ is essential. Organisations need to reflect on why it’s important to hire individuals from diverse socioeconomic backgrounds. As a co-founder of 10,000 Interns Foundation, I can attest that there are no barriers for underrepresented groups at the entry-level when it comes to internship opportunities or graduate roles. However, senior-level positions still lack proactive efforts to hire ethnically diverse talent. The underrepresentation of women on FTSE 100 boards further illustrates that the talent exists, but the opportunities do not.
“Organisations must be candid with themselves about their commitment to diversity: are they prepared to retain individuals from different backgrounds? Are their senior leaders educated on these issues? Addressing these questions is crucial for meaningful progress.”
Michael appears in the Power of Inclusion, Change Starts Together 2024 video which you can watch here.
