Diversity & Inclusion in LABBS

Natasha Nickson

There is a dedicated position on the LABBS board of directors - Diversity and Inclusion Director, Kate Middleton: .

The Diversity and Inclusion Director is able to support clubs with recruitment materials, attends D&I-related training, and works directly with choruses when needed. Their aim is to support the growth of D&I efforts within LABBS at every level, from individual members to worldwide partnerships. To contact the Director for any support, queries, or information please email diversity@labbs.org.uk.

LABBS has the following diversity-related policy currently in place:

Anti-Discrimination and Equal Opportunities Policy Anti-Discrimination and Equal Opportunities Policy

Diversity & Inclusion Glossary & FAQ, updated June 2025 Diversity & Inclusion Glossary & FAQ, updated June 2025

D&I Role

The document below details a Diversity and Inclusion Representative role for clubs to incorporate as part of their committees or as a supporting role in their chorus, should they choose to. This role can be molded to fit your chorus needs and is a great step towards creating an inclusive space.

Guidance for Clubs' Diversity and Inclusion Officer Role, updated June 2025 Guidance for Clubs' Diversity and Inclusion Officer Role, updated June 2025

 

Diversity in Action

LABBS is regularly in contact with other barbershop organisations in the UK to share ideas and experiences for the mutual benefit of us all. In LABBS we increasingly keep diversity, equity, equality and inclusion at the forefront, making sure that all individuals can feel welcomed, safe, valued members of our organisation and fully appreciated for who they are.

There is a quarterly D&I Forum on zoom, where D&I representatives, and/or chorus chairs can discuss a chosen topic plus issues that have arisen since the last Forum. This is proving to be a helpful supportive environment where we can share knowledge or experience in a kind and sensitive way, helpful to others and sometimes gaining a new perspective or understanding. The Forum is held in January, April, July, and September – details are sent to Chorus Chairs and to D&I Reps who have asked to be informed as well. As requested by the Forum, the day and time of the Forum is varied, so that as many as possible can be involved.

Some of they key considerations in Diversity and Inclusion in LABBS are :-

  1. Considering how we can measure and monitor membership, including all aspects of identity and diversity.
  2. Review and develop an understanding and appreciation of good inclusivity practice.
  3. Develop strategies that will create a welcoming and accepting space for minority groups, to encourage engagement with our membership growth and retention.
  4. Working with Club Chairs or D&I reps at developing and implementing diversity policies strategies and initiatives, which empower minority voices and facilitate education and understanding within the local club and community.
  5. Help management of organisations and clubs to develop an understanding of, and criteria to determine what are and are not, appropriate songs for our repertoire, i.e. considering the historical and/or cultural context of songs to avoid offence.
  6. Review all policies and procedures, ensuring that these are all-inclusive.

It is something that every single one of us can be aware of and be involved in to varying degrees, always with an approach that promotes kindness and acceptance of each and every individual singer.