We recently had a discussion with Dame Inga Beale, a financial services trailblazer in the City and formerly the first female and openly bisexual CEO of Lloyd’s of London, one of the most prestigious insurance firms in the world. Not only did she share her personal story of feeling the ‘odd one out’ from a young age and the personal drivers that shaped her career, she also had opinions on diverse hiring and the essence of inclusive leadership.
You can also read our blog with highlights from this insightful conversation: https://bit.ly/4brjqFH#DiversityAtWork#InclusiveLeadership#InclusionAtWork#Leadership#Recruitment
Credit unions are promoting diversity in leadership, but there is still work to be done! Read below for suggestions from TruStage experts. #DiversityInLeadership#CreditUnions
Alex Killick highlights the role of governance and accountability in relation to the ongoing Post Office scandal.
When we think of scandals and management failures (Shrewsbury & Telford NHS, RBS, Mid Staffordshire NHS etc etc) an absence of effective non-executive oversight is often highlighted as an area for attention.
Perhaps we shouldn't be surprised, when the requirements for most non-executive positions don't effectively measure, or require, inclusive governance skill.
And the remit for non-executives remains predominantly focused on the stewardship of the ££&pp.
Our research into the drivers for inclusion identified that Inclusive Governance, and conscious scrutiny are a key requirement to drive a positive culture of change.
Our experience has shown how the tone and culture at the Board can drive, or turn a blind eye to, bad behaviours that have led to toxic workplaces.
Conversely, we know the power of inclusive governance, where non-executives actively seek the assurances they need to know that results are being achieved the right way.
In many instances top teams are using our inclusion insight audits to dig deeper and really understand how policy is being translated into action, and impacting on staff experience so that frameworks can be put in place that further support inclusive governance and conscious scrutiny.
#InclusiveGovernance#ConsciousScutiny
Experienced board level executive and non-executive director. Now supporting organisations in a consultancy and interim capacity with transformational people and culture projects.
I have been moved like many others by the Post Office scandal. To deliberately target the innocent men and women to preserve the 'reputation' of the business is a dereliction of duty and bad leadership. Where was the governance?
While there is a clamour to strip the former CEO of her CBE, there are three more important things that need to happen now.
1. Fast track justice for those that have suffered,
2. A leadership and culture reset so that this never happens again,
3. A good look at the role of the non-executive and inclusive governance.
#PostOfficeScandal#Justice#LeadWithKindness#InclusiveGovernance#MondayMessage
I am now entering my fifth year at Coastal Credit Union. Another year is a milestone, but reflecting on what I have seen and experienced during these past few years really puts things into perspective:
1. We successfully navigated a rapidly changing environment during the Pandemic by remaining focused on our members’ well-being along with our employees.
2. I have been sent to engaging conferences hosted by amazing leaders that poured into me what drives our industry to champion every person equally.
3. Working alongside a team that has challenged me and allowed me to showcase my leadership abilities.
4. Reporting to managers, VP’s, and Executive Leadership that are approachable and willing to stop and help me be all that I can be.
5. Bringing ideas to the table that are implemented to drive success and allow everyone to come to the table to be a part of the solution.
These are just 5 things that come to mind, but the list could go on and on. Are you working for a company that values you? Challenges you? Believes in you?
If not, you will not feel rewarded. I can certainly say that I feel valued and rewarded to work for Coastal Credit Union.
#leadershipmatters#teamculture#challenging#equity#inclusionmatters
I recently had lunch with a director from another top recruitment firm, and we found ourselves deep in conversation about DEI—Diversity, Equity, and Inclusion. He expressed frustration about how his company's policies seem to sideline meritocracy while pushing DEI initiatives. I found myself agreeing with many of his points.
There’s no doubt that DEI is crucial. But this discussion has made me think more about how meritocracy fits into the current focus on DEI. I’ve always valued meritocracy—the belief that your success should be dictated by your skills and effort. It's one of the reasons I'm passionate about recruitment: the field offers immense potential and the promise that anyone can rise to the top based on their performance.
However, I’m concerned that if DEI isn’t implemented thoughtfully, it might overshadow meritocracy. Especially in client-facing businesses where results and hard work are paramount, we can’t afford to reward just ticking boxes. Poorly integrated DEI policies could lower the bar and dampen the competitive spirit that drives innovation.
I believe it's possible to create diverse and inclusive workplaces without compromising on meritocracy. Companies need to find that sweet spot where DEI enhances and uplifts meritocracy, not undermines it.
Is DEI blurring the lines of meritocracy? What are your thoughts on this?
#Meritocracy#DEI#Recruitment#CareerTalk#WorkplaceCulture
Chairman of the CDO PowerCircle, Futurist, ERG PowerTalk host | As seen on Inc, Forbes, Fast Company, ABC, PIX, and FOX | Contributor for Forbes and Fast Company
Want to know why trying to balance DEI with current corporate meritocracy beliefs and practices is utter nonsense? Check out my latest article and equip yourself to break past the myth and move toward true meritocracy.
Embrace the Power of #DEI for a Thriving Workplace
Diversity, Equity, and Inclusion (DEI) isn't just a buzzword; it's a business imperative. Encourage open, safe DEI discussions, bolstered by training and leadership commitment to create an inclusive, respectful culture. Explore the impact of DEI:
🔹 Discover the value of DEI consulting for meaningful internal change.
🔹 Learn how diversity can drive revenue and minimize risks.
🔹 Explore why DEI attracts top talent.
Learn more about our DEI consulting services at https://lnkd.in/g44mmudd.
Our team of experts is ready to help your organization navigate the ever-changing risk landscape with a comprehensive DEI strategy.
#RiskManagement#Insurance#DiversityEquityInclusion#GallagherConnectPartners
Embrace the Power of #DEI for a Thriving Workplace
Diversity, Equity, and Inclusion (DEI) isn't just a buzzword; it's a business imperative. Encourage open, safe DEI discussions, bolstered by training and leadership commitment to create an inclusive, respectful culture. Explore the impact of DEI:
🔹 Discover the value of DEI consulting for meaningful internal change.
🔹 Learn how diversity can drive revenue and minimize risks.
🔹 Explore why DEI attracts top talent.
Learn more about our DEI consulting services at https://lnkd.in/g44mmudd.
Our team of experts is ready to help your organization navigate the ever-changing risk landscape with a comprehensive DEI strategy.
#RiskManagement#Insurance#DiversityEquityInclusion#GallagherConnectPartners
Embrace the Power of #DEI for a Thriving Workplace
Diversity, Equity, and Inclusion (DEI) isn't just a buzzword; it's a business imperative. Encourage open, safe DEI discussions, bolstered by training and leadership commitment to create an inclusive, respectful culture. Explore the impact of DEI:
🔹 Discover the value of DEI consulting for meaningful internal change.
🔹 Learn how diversity can drive revenue and minimize risks.
🔹 Explore why DEI attracts top talent.
Learn more about our DEI consulting services at https://lnkd.in/g44mmudd.
Our team of experts is ready to help your organization navigate the ever-changing risk landscape with a comprehensive DEI strategy.
#RiskManagement#Insurance#DiversityEquityInclusion#GallagherConnectPartners
Succession plans are becoming a popular area of focus for credit unions working on advancing diversity, equity and inclusion. After all, executives and board volunteers move on. To continue to reap the benefits of diverse leadership, credit unions must be prepared to backfill with fresh, and equally diverse, perspectives.
Strategically diversifying an organization’s up-and-comers takes intention and mindful changes to hiring practices and internal operations, not to mention attraction and retention programs. Read on to learn about a few of the approaches TruStage suggests credit unions implement as they apply the principles of DEI to leadership continuity.
https://hubs.la/Q027tgWM0#CreditUnions#DEI#SuccessionPlanning#EmployeeBenefits#ERGs#culture#CUESolutions
