O all women think the same , all BAME people think the same and all LGBTQ + people think the same , the idea that organisational culture can be truly inclusive of these differences comes under fire .
For me it ’ s pretty binary , there ’ s no space for intolerant voices , but there needs to be energy and time spent on those who are at the start of their diversity journey
Here , Simon Fanshawe OBE ( partner , Diversity by Design ) speaks to Louisa Moreton ( partner and global head of transformation & change , Finsbury Glover Hering ), Emma Codd ( global inclusion leader , Deloitte ), Jenni Hibbert ( global managing partner , head of search go-to-market , Heidrick & Struggles ) and Sarah Jenkins ( MD , Saatchi & Saatchi ) on the “ muck and bullets ” of managing inclusively and the pressing need for becoming comfortable with change .
Challenging the idea that these issues can be tackled on a binary level , the panel consider the ways in which variety of experience is not simply a ‘ nice to have ’ but the lever for economic and social recovery . They discuss their shared belief in ‘ paying it forward ’, having reached senior levels of business , and the benefits of this seniority in terms of greater accountability , and the chance to be an authentic leader and to enable the success of diverse talent .
It ’ s about safe spaces , but it ’ s also about finding ways to avoid being adversarial