Interview with Kevin John, Head of Finance at Stagecoach Group

How did you first become interested in Equity, Diversity and Inclusion (EDI)?
I would say relatively recently,  when I was given the opportunity to sponsor the Finance graduate programme with my previous employer. That position was a catalyst to reflect on how I could improve the diversity of the graduate and apprentice in-take, which then focused my mind more widely on EDI and ethnic minority representation at senior management and Board level.

What is your experience of being from an ethnic background in terms of your career progression?
I have been very fortunate in my career to date to have been well supported by colleagues and senior managers to develop and fulfil my career aspirations. Very early in my career, more experienced colleagues from an ethnic minority background took me under their wing and went out of their way to encourage me to aim high and strive for success. Later in my career, I have been well supported by senior managers from all backgrounds and have been given opportunities to work in high profile roles, lead varied teams and get promoted. From a personal perspective, I do not believe my ethnic background has held back my career progression.  

As an Ethnic Future Leaders Programme (EFL) graduate, can you describe how this programme helped you both professionally and personally?
The EFL is an excellent programme, and has reinforced in my mind that people from my ethnic background “can and do succeed” as senior leaders in the corporate world and as entrepreneurs.  The insight sessions with these senior leaders have been invaluable and have inspired me to recalibrate my career ambitions. Why can’t I be a Chief Financial Officer? Furthermore, it provided me with an excellent opportunity to network with colleagues from similar backgrounds and similar industries, which I greatly enjoyed. 

How has the programme enhanced your self-perception?
It has provided me with the space away from the day job as well as the theoretical knowledge to reflect on my strengths and development areas. It has given me the confidence to evaluate my behaviours, thoughts and feelings with the aim of ensuring I achieve my desired outcomes.

Have you been able to share your learning within your organisation and how has this been received?
Not as much as I would like. A key priority for me following the completion of the ESL Programme is to ensure I share my learning and knowledge as wide and as deep as possible in my organisation. I am determined to be a key contributor to the EDI ambitions in my organisation.

You are now on the Ethnic Senior Leaders Programme (ESL) as a senior leader. What have you learnt so far in terms of how employees from different ethnic backgrounds must be represented at senior levels?
I have learnt that it is fundamental for the current and future success of a business to embrace diversity and ensure it has ethnic minority representation at senior and Board level. Businesses which do not embrace this representation will be missing out on the “stars of the future” and will drift further and further away from their customers and workforce.

For Race Equality Week 2024, do you have a particular message around removing racial equality barriers?
I firmly believe a key ingredient for any business to be successful now and in the future is to ensure their senior leadership teams are reflective of their customers and workforce, and they cast a net as wide as possible to attract talent from ethnic backgrounds. This should enable these businesses to be closer to their key stakeholders and make well informed and rounded decisions.

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