Calendar An icon of a desk calendar. Cancel An icon of a circle with a diagonal line across. Caret An icon of a block arrow pointing to the right. Email An icon of a paper envelope. Facebook An icon of the Facebook "f" mark. Google An icon of the Google "G" mark. Linked In An icon of the Linked In "in" mark. Logout An icon representing logout. Profile An icon that resembles human head and shoulders. Telephone An icon of a traditional telephone receiver. Tick An icon of a tick mark. Is Public An icon of a human eye and eyelashes. Is Not Public An icon of a human eye and eyelashes with a diagonal line through it. Pause Icon A two-lined pause icon for stopping interactions. Quote Mark A opening quote mark. Quote Mark A closing quote mark. Arrow An icon of an arrow. Folder An icon of a paper folder. Breaking An icon of an exclamation mark on a circular background. Camera An icon of a digital camera. Caret An icon of a caret arrow. Clock An icon of a clock face. Close An icon of the an X shape. Close Icon An icon used to represent where to interact to collapse or dismiss a component Comment An icon of a speech bubble. Comments An icon of a speech bubble, denoting user comments. Comments An icon of a speech bubble, denoting user comments. Ellipsis An icon of 3 horizontal dots. Envelope An icon of a paper envelope. Facebook An icon of a facebook f logo. Camera An icon of a digital camera. Home An icon of a house. Instagram An icon of the Instagram logo. LinkedIn An icon of the LinkedIn logo. Magnifying Glass An icon of a magnifying glass. Search Icon A magnifying glass icon that is used to represent the function of searching. Menu An icon of 3 horizontal lines. Hamburger Menu Icon An icon used to represent a collapsed menu. Next An icon of an arrow pointing to the right. Notice An explanation mark centred inside a circle. Previous An icon of an arrow pointing to the left. Rating An icon of a star. Tag An icon of a tag. Twitter An icon of the Twitter logo. Video Camera An icon of a video camera shape. Speech Bubble Icon A icon displaying a speech bubble WhatsApp An icon of the WhatsApp logo. Information An icon of an information logo. Plus A mathematical 'plus' symbol. Duration An icon indicating Time. Success Tick An icon of a green tick. Success Tick Timeout An icon of a greyed out success tick. Loading Spinner An icon of a loading spinner. Facebook Messenger An icon of the facebook messenger app logo. Facebook An icon of a facebook f logo. Facebook Messenger An icon of the Twitter app logo. LinkedIn An icon of the LinkedIn logo. WhatsApp Messenger An icon of the Whatsapp messenger app logo. Email An icon of an mail envelope. Copy link A decentered black square over a white square.

Vincent Kompany feels increasing diversity at boardroom level the key to change

Vincent Kompany believes change must start in the boardroom if English football is to become more diverse (Steven Paston/PA)
Vincent Kompany believes change must start in the boardroom if English football is to become more diverse (Steven Paston/PA)

Burnley manager Vincent Kompany believes increasing diversity at boardroom level is the key to unlocking change at every other level of football.

Last week the Football Association released figures showing the football clubs who had voluntarily pledged to improve their ethnic and gender diversity through the Football Leadership Diversity Code had collectively failed to hit any of their annual targets.

Fifty-three clubs have signed up to the FLDC, which is in its third year and which sets voluntary targets in four areas of recruitment – senior leadership roles, team operations, coaching in the men’s game and coaching in the women’s game.

But figures for the last 12 months show clubs failing to achieve success in any category.

Senior leadership hiring of black, Asian and mixed heritage candidates is set at 15 per cent, but clubs only achieved 9.1 per cent. In men’s clubs, the target for new coaching hires from a black, Asian or mixed heritage background was 25 per cent but clubs only managed 16 per cent.

Asked what he thought could be done to improve those figures, Kompany said change must come from the top.

“You’d like to think over time this is going to evolve,” the 37-year-old said. “I’ve always made the point clearly and I think in this day and age it’s even more important – what is the diversity in a boardroom, the levers of power?

“The coaching, you give the job to the best people but I think the diversity, where it’s really needed is where the power is, that’s what affects everything we’re doing.

“If you have a boardroom that’s diverse, you can’t brush things under the carpet. These things will get solved.”

The latest figures show that within the 53 club signatories, 21 per cent of senior leaders and 29 per cent of team operations are female and seven per cent of senior leaders and nine per cent of team operations are black, Asian or mixed heritage.

Across the coaching workforce, 13 per cent of coaches and 11 per cent of senior coaches are black, Asian or mixed heritage.

“If you have 15 (job) applications and management and the board have got opinions from different walks of life, you can’t just brush it under the carpet, it goes through everything…” Kompany added.

“Today you have to choose between black and white, pro this or against this, but I think once you have a little bit of diversity you get much closer to the truth. The reality is, yes there isn’t enough but the truth is that’s only what we see. What’s behind it is more important to bring balance.

“When it’s balanced it’s going to be more fair and when it’s more fair it will take a little bit of pressure away from the whole debate I think.”