My D&I Journey with:
Emma Cumming,
Director of Diversity, Equity & Inclusion,
Quadient
1. What was your journey into diversity and inclusion?
I have always been passionate about people – understanding our differences and our similarities. I achieved my degree in Psychology and started my professional journey as a Learning Support Teacher in Dubai, working with students with disabilities and neurodivergent individuals. I was responsible for identifying barriers in the education system, guiding students and their parents through the diagnostic and adjustments process, and advocating for inclusive education. I was intrigued by the potential workforce challenges and moved to London to transition into HR. I was responsible for overseeing the complete employee lifecycle from recruitment to separation, working with various internal and external stakeholders. Motivated to make a meaningful impact, it was a natural next step for me to move into DEI to drive and integrate DEI strategies.
2. How would you describe a typical day in your role?
Any DE&I professional will tell you that no two days are alike! I’m advocating for inclusive practices and processes regularly, collaborating with various internal and external stakeholders to bring our DEI action plans to life. I’m responsible for preparing progress reports for our leaders and the board. Most of my days involve close collaboration with Subject Matter Experts (SMEs) on a wide range of initiatives, including communication campaigns, recruitment drives, marketing efforts, data analytics, talent programs, numerous learning opportunities, and more – there is never a dull moment! I regularly meet with our DEI council members and employee resource groups who are made up of driven individuals who are keen to make a difference and share their ideas and suggestions to enhance our culture. Working alongside these dynamic teams makes each day an exciting adventure in fostering a more diverse and inclusive environment.
3. What is the best part of your job?
The best part of my job is the incredible variety of work I get to drive and I collaborate with brilliant people every day. What makes it even more rewarding is the impact I can see on the organisation and its people.
4. What advice would you give to someone looking to move into D&I?
If you’re considering a move into the world of DEI, here’s some advice based on my experience. Firstly, make a point to identify allies within your organization who share your passion for DEI. Collaborate with them to break down barriers and gain the necessary support. Leverage data as a powerful tool to guide your efforts. Data-driven insights will not only inform your strategies but also substantiate the need for change. Additionally, tap into your professional network to exchange best practices and receive the support you might need. Each company’s DEI journey is unique, and learning from the successes and challenges of others can provide invaluable insights. Embarking on a DEI journey requires a mix of determination, collaboration, and learning. By aligning with allies, harnessing data, and seeking guidance from your peers, you’ll be better equipped to navigate this dynamic landscape and drive meaningful change.
5. What are the main challenges faced by D&I professionals at the moment?
Currently, D&I professionals encounter a range of pressing challenges. The ever-evolving climate shaped by political dynamics, cost of living fluctuations, and the significant workforce changes associated with the great resignation. One key challenge is aligning global D&I strategies with local priorities. In a global organization, it’s crucial to stay attuned to the nuances of each location. Having local sponsors who can provide insights and support in navigating these diverse landscapes is invaluable. Diversity itself is defined in distinct ways across various countries. When crafting a global strategy, it’s essential to account for these differences in interpretation and cultural context. Tailoring strategies to address local challenges and considering the varying levels of D&I maturity across different regions is pivotal for success.
6. Name three skills that support you to succeed in D&I
1. Active Listening: The ability to establish safe and open spaces for individuals to share their unique lived experiences and then genuinely listening to them. This skill allows me to truly understand diverse perspectives and craft strategies that are reflective of the real challenges people face.
2. Resilience: D&I initiatives often encounter setbacks and challenges. Maintaining resilience is crucial in navigating these hurdles and not losing sight of the ultimate goal. Recognizing that progress is a journey and that sustainable change takes time keeps me motivated to persevere.
3. Collaboration: Effecting change in the realm of diversity and inclusion requires a united effort. Collaborating with various stakeholders, internal teams, and external partners is essential. By working together, we can leverage collective expertise and insights to drive meaningful impact and make substantial progress.
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Online Training Workshop
Level 1 – The Foundations to Being an Effective D&I Leader
23 January
This online Level 1 CPD Accredited training workshop has been designed for professionals looking to move into a D&I role, or those who have been in a D&I leader role for less than 12 months.
It offers a unique opportunity to learn the foundations to being an effective D&I Leader directly from three experienced D&I practitioners: Gamiel Yafai; Fiona Daniel and Toby Mildon.