Professor Brian Norton:

There is a whole element of training, particularly around unconscious bias, under-representation on interview panels and on what one places in advertisements, but as I have said the real practical barrier - and we can be as strong on that as we wish - is that because of the way we employ people and put them in permanent roles, the rate at which the vacancies happen is slower and perhaps we need to move to a different kind of model, where we rotate senior appointments. That is a discussion that needs to take place in a wider forum. That would increase the rate of change.