It’s one thing to have diversity, but without inclusion what would be the point?
Loved reading our CEO Tony Johnson’s IWD reflections on the difference having an Executive Leadership Team comprised of 50% women has made. It caused me to pause and consider my own experiences over the past 10 months being part of this rather historic moment for our firm.
I feel unabashedly proud that the conversations we have at our leadership meetings are infused with diversity of experience, age, ethnicity, and that our leadership team is finally reflective of the workforce we lead from a gender perspective.
We are no longer a minority voice.
It matters to our people. They feel represented. They see people who look like them, have similar vulnerabilities, and challenges and who haven’t compromised the integrity and the essence of who they are to get that seat at the table. And now they want in. “How do I get your job?” is a question that I’m increasingly receiving from our young women. This question pleases me no end. It makes me realise we can genuinely bridge the perceived and actual gap between what people think it takes to be in such a position and where they currently are. We have made this a more aspired and accessible pathway for many inside and outside our organisation. New possibilities have opened up for our people, and while it may be relatively early days I see new confidences emerging.
Having a seat at the table, the acute sense of obligation to exercise my voice to steward and lead the firm was surprising.
The “dwelling” time, which has been built into our agenda to face truly critical topics at hand, is a direct result of this obligation. One of the women at the table exercised her voice and said “we’re moving through these very big topics so quickly. Can we just stay here for the moment? I need to dwell”. And dwell we did. Long may this continue. Our discussions and decisions are the richer and more informed for it. This forced pause has allowed us to ask different questions, challenge ourselves, and find different paths of exploration.
We undoubtedly feel a greater appreciation of how very different our perspectives can be, and it feels in many ways that we are constantly holding a mirror up to each other.
It requires enormous trust in those sitting around the table to present an alternative view respectfully without fear of recrimination. I’m proud to say we have that trust.
I think we find ourselves in a position now where we couldn’t imagine having it any other way. Where the benefits feel almost embarrassingly obvious. Where the question then becomes why wouldn’t everybody do this?
#shebelongs #IWD2019 #WomenFastForward
Leadership, Customer Experience | eCommerce & Logistics Specialist
6 年In complete agreement with the points on diversity as well as inclusion
Email: [email protected]
6 年#Diversity needs to move away from the #equality debate. The right mix, across the spectrum of diversities, depends on the given circumstances. And the right level of diversity needs to be found for each one, which won't always be achieved with a strict focus on equality. And by #inclusion, I believe we are really talking about #equity. The right to have a level playing field for all to avail of the same opportunities. From that, diversity can thrive.
Global Headhunter/Search Professional. Based Norway but working fully internationally. Professional and Executive Search - Offshore Wind / Renewables / Utilities / Energy and Oil & Gas.
6 年Agreed - companies frequently pledge to increase diversity by focusing on hiring “diverse candidates,” but then these diverse candidates find themselves in an environment that is unwelcoming.