17 February

Power of Inclusion talks social mobility with Jonathan Gerald Pyzer

Our Power of Inclusion programme aims to increase opportunities for those from diverse socioeconomic backgrounds to start, develop and progress their careers in the City of London. We spoke to Jonathan Gerald Pyzer, Under Warden at the Basketmakers about why inclusion should be a priority for all Livery Comapanies. 

Please tell us about yourself and your role

I’ve been a member of the Basketmakers since 2007 and am currently Under Warden, and, subject to election, progressing to Prime Warden in 2026.

Neither of my parents went to university, my father was a railway clerk and my mother a shorthand typist. Via a selective state grammar school, I was lucky enough to get into Trinity College, Cambridge on a full local authority grant. I then worked in the City as a money broker for 30 years before joining the Bank of England and working in their dealing room until I retired aged 69 last year.

I only had a vague idea of what City of London Livery Companies were until I was invited to join by a client. The Basketmakers are a very friendly company and although many of their senior members had family links into the Company, I was welcomed without any questions about my background. I’m now the Diversity, Equality and Inclusion Officer, a post few other Company’s have. I’m Ex Officio on all Committees.

The Basketmakers are open and progressive having a number of women Prime Wardens as well as a gay Prime Warden in our 450^th Anniversary year. 

What does social mobility mean to you?

For me social mobility is about everyone being treated the same despite their background. Whether you are wealthy, come from a privileged background or are where you are today on merit should make no difference.

Everyone should have the same opportunities, and in particular limited wealth and lower social background should not preclude you from progressing in life. Looking back now, I don’t think my father or mother were they alive would quite believe that their son is en route to become a Prime Warden of a City of London Livery Company.

Why should inclusion be a priority for all Livery Companies?

Despite the long and wonderful history of many Livery Companies, we are now in the 21^st century. Livery Companies need to reflect modern day society which in very many aspects has “levelled up”.

Former class distinctions have largely disappeared in everyday life, and no aspect of life should be restricted by social background. So if Livery Companies wish to thrive, they need to extend their membership openly to women, to those of all social backgrounds, of all ethnicities and of all sexual orientations.

Without being inclusive, Livery Companies will lose their appeal to younger generations for whom such an approach is just a given. Few will want to join an exclusive, wealthy white male dominated organisation. And existing members may begin to question why they have joined and whether they wish to continue.

What are some practical steps Livery Companies can take to strengthen inclusion?

The key step is to challenge and if necessary change the underlining culture. This can be done by challenging whether any decisions that are taken across all aspects of the Company are hindering inclusion.

Making sure senior members of the Company are engaging with new, younger members and hearing their views. Is the application process inclusive? Are there events across a wide range of activities to appeal to a cross section of members?

Are there any noticeably challenging behaviours that should be called out? It can perhaps be like turning an oil tanker to get the change embedded and the agents of change must also not be too radical, and must understand that some members are inevitably going at a slower pace on this journey.

There is certainly no need to impose “woke” ideas about changing radically language in documents etc. Getting buy-in from the whole company is an essential early step.

Find out more about the Power of Inclusion here