Introducing Robert Cole

I set up Forth Perspectives in 2017 to help organisations on their diversity and inclusion journeys.  But how did this all start?  Well, in the early 2000s I joined the LGBT staff network at BT.  My coming out as a gay man at work was relatively painless, but others were less fortunate, particularly those who lacked the confidence to come out or were damaged by “covering” aspects of their lives.  I wanted to help them, and raise awareness and support of the majority.

There was often an “us and them” attitude in those early days of grass-roots diversity.  As Chair of the LGBT Network I championed tripartite co-operative working – the network, Human Resources and board-level champions.  It paid off, with the success in presenting the case for BT sponsorship of ILGA – International Lesbian and Gay Association – with BT building an interactive on-line map of gay rights around the world.   

In my last role in a 23-year career at BT I became Head of Diversity and Inclusion and led the collaborative working with others and alignment with corporate objectives.  Recognising that those in leadership positions need to be engaged, passionate and authentic voices of transformation, I obtained their support for a refresh of the company’s diversity and inclusion strategy featuring Board-level leadership.  With energised board-level champions and energised employee networks, we launched Unconscious Bias training, became a founding partner of the UK Government Working Forward maternity initiative and gained a “Times Top 50 places for women” rating.

I’m proud of my grass-roots work which led to co-founding a cross-sector LGBT Scottish business network – SWAN and a dozen years in inclusion and dispute-leadership charity Board leadership roles.  Improving the lived experience and opportunities for marginalised or neglected groups continues to inspire my work.  

With Forth Perspectives, I have brought my multi-diversity strand experience, including gender, race and disability and applied this across a number of sectors.  It’s been an enjoyable challenge making diversity and inclusion relevant in charities, the public sector, finance and insurance, consumer goods and housing.  

I attempt to make it personal for people, so they get to understand and challenge how culture, media and experience has contributed to their beliefs and approaches and invite them to see things from other perspectives.  Encouraging empathy by imagining being in other people’s shoes can be very powerful.  This helps them to experience the pain of discrimination either themselves or witness its effect on others.  I do this through image and stories which help understand others as well as enhancing self-awareness. Recent work includes equality and inclusion training for housing associations in Glasgow to help them be more responsive to a changing diversity of tenants.

Changing hearts and minds is only a staging post on the inclusion journey.  Practical action that makes a difference is where the time and financial investment pays off.   Passionately-held opinions and heady aspirations matter for little without detailed analysis of the problem and realising the benefits of particular solutions.  My background with a Head of Business Improvement qualification and implementation and project management experience means I can help craft action plans and initiatives that will make a difference.  

My latest project is educating employers on actions they can take to attract diverse talent and ensure that some of the most vulnerable and disadvantaged young people don’t miss out on opportunities.  Narrowing gaps such as these inspire the work I do – making tangible positive change to people’s lives.