My D&I Journey with:
Sufia Sheikh-Hussain,
Inclusion, Equity & Belonging Director, EMEA,
VML
My D&I Journey with:1. What was your journey into diversity and inclusion?
My journey towards diversity and inclusion began during my tenure as a successful Business Director, around a decade into my career. Feeling a compelling urge to elevate the employee experience, particularly for underrepresented and marginalized groups, I delved into avenues of talent development, Learning & Development (L&D), and diversity and equity initiatives. Motivated by a passion to create a more inclusive workplace, I embarked on a quest to advocate for diversity, empower overlooked communities, and foster an environment where every individual’s voice is heard and valued. This endeavor marked a transformative shift in my professional trajectory, fueling my dedication to championing diversity and inclusion.
2. How would you describe a typical day in your role?
A typical day for a Diversity & Inclusion (D&I) leader is multifaceted and dynamic. Mornings often commence with strategizing sessions, refining D&I plans, and collaborating with HR teams to implement inclusive policies. Engaging with various departments follows, discussing training programs, and fostering a culture of belonging. Midday might involve meetings with employee resource groups, listening to concerns, and ideating initiatives to address diverse needs. Afternoons often include workshops, seminars, or diversity training sessions to educate and promote understanding. The day wraps up with connecting with key internal stakeholders and external partners to stay connected on where we are as an organization and also what more we can be doing to stay relevant.
3. What is the best part of your job?
The most rewarding facet of my role lies in perpetuating the pursuit of progress, envisioning a workplace where our post rooms mirror our boardrooms. Witnessing inclusivity transcend hierarchies and permeate every organizational space encapsulates the essence of my mission. It’s invigorating to nurture an environment where diversity thrives, ensuring voices from all echelons are heard, valued, and empowered. Imagining a future where diversity isn’t confined to titles or positions, but seamlessly interwoven into every facet of our company, fuels my passion to break barriers and build a truly inclusive culture, reflecting a profound commitment to equality at every level.
4. What advice would you give to someone looking to move into D&I?
To those venturing into the Diversity & Inclusion sphere, my counsel echoes three pillars: cultivate resilience, embrace expertise, and wield your inherent power. Resilience fortifies you amidst challenges, vital for effecting enduring change. Become a subject matter authority, nurturing an in-depth understanding of D&I intricacies. Yet, paramount is embracing your power, entwined with unwavering confidence in your identity. This confidence fuels advocacy, amplifies marginalized voices, and shapes inclusive cultures. Stand resolute, unifying authenticity with expertise, for in this fusion lies the potency to revolutionize workplaces, champion equity, and pave the path toward a more diverse and inclusive future.
5. What are the main challenges faced by D&I professionals at the moment?
The primary hurdle for D&I professionals persists in the widespread misconception regarding the transformative impact of representation on business expansion beyond mere ethical obligations. Many overlook the compelling correlation between diverse representation and tangible business growth. Effectiveness in conveying that diversity isn’t solely a moral duty but a strategic asset remains a challenge. Demonstrating how varied perspectives drive innovation, enhance decision-making, and unlock new markets demands constant advocacy. Shifting mindsets to perceive diversity as a catalyst for profitability, innovation, and competitive advantage is crucial. Educating stakeholders to grasp that inclusive representation isn’t just a moral imperative but a catalyst for holistic organizational success remains a pivotal challenge.
6. Name three skills that support you to succeed in D&I
As a D&I professional, three pivotal skills are adept listening, adaptability, and an insatiable appetite for learning.
1. Listening transcends hearing; it’s about understanding diverse perspectives, fostering inclusion, and amplifying unheard voices.
2. Adaptability enables navigating evolving landscapes, tailoring strategies to diverse needs, and responding to dynamic challenges effectively.
3. Equally vital is an unceasing thirst for learning, staying abreast of evolving trends, cultural shifts, and best practices in inclusion.
These skills form a trinity, empowering D&I professionals to create impactful change, build bridges across differences, and cultivate environments where every individual feels valued, heard, and included.
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The Foundations to Being an Effective D&I Leader
Online Training Workshops
600+ DE&I and HR professionals have now attended our ‘The Foundations to Being an Effective D&I Leader’ CPD Accredited online training series.
- Level 1 is 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.
- Level 2 is for professionals who have been in a D&I role for between 1 to 3 years, and are looking to enhance their knowledge and skills.
- Level 3 is for professionals who have been in a D&I role for 3+ years, and are looking to enhance their capabilities and embed a whole organisation approach to D&I.
Each CPD Accredited level offers a unique opportunity to learn from three experienced D&I practitioners:
Gamiel Yafai; Fiona Daniel and Toby Mildon.
Tickets at each online workshop cost £499+VAT per person (£399+VAT for non-profit orgs). Spaces limited to 24 attendees to enable the day to be as interactive as possible. Workshops take place live on Zoom.