What it means to represent
"Kids can't be what they can't see". Selena Bolingbroke - Principal of the Building Crafts College.
On 8th May, we were lucky to attend and take part in the Inspiring Makers seminar hosted by Artichoke and the Furniture Makers Company. There were so many standout moments for our team.
"Hearing how Benchmark is taking steps to be more progressive and constantly paving the way for younger generations." Steph, bespoke furniture maker.
"Obviously, I loved the inclusivity panel, but also all the discussions around carbon capture and circularity." Lily, furniture and lighting finisher.
One of the key moments for me was sitting on the inclusivity panel and discussing the topic of representation vs. tokenism.
Many young girls, trans and non-binary kids, don't even know that furniture making is a career option for them. We rarely see female woodworkers on DIY shows or study trans designers in our schools. But it only takes one interaction to light a spark in someone. Seeing is believing.
I am a mixed-race woman, two qualities that I know have held me back from pursuing things due to a lack of representation. So, it was a no-brainer for me to start speaking at events about my experience and ideas for the industry. It doesn't really matter what I'm talking about – just that I'm there, taking up space and encouraging people like me to do the same.
As important as I think representation is for marginalised people in our industry, it doesn't mean that every woman, trans, non-binary person or person of colour will be as happy to be the face of inclusion for the companies they work for. Without a background of open discussion about inclusivity in that workplace. Without really putting inclusive practices into place. Without the openness to listen, take criticism and learn about how to make a workplace safer for marginalised people. Making someone the shining example of a company's inclusivity can creep into the realms of exploitation and tokenism. We can't force people to do things they don't feel comfortable doing. That's not inclusion; it's coercion.
For our company, having diverse people who are willing to be visible has helped more women find our company, apply for roles, or just come to say hello. It's made inclusivity and equality common talking points within our team, which is essential for continual growth and improvement. It has also brought our company closer to other companies and organisations that share the goal of improving inclusivity.
Putting myself out there has also benefitted me in many of the same ways. I have built connections with many like-minded people and have begun to grow a network of mentors, colleagues, and like-minded friends.
Written by Katy Thompson, furniture finisher and maker-in-training.
Photography by James King.
