Webinar Summary: Breaking Barriers – Beyond the Hashtags, Beyond IWD

Breaking Barriers – Beyond the Hashtags, Beyond IWD

Event Overview

The “Breaking Barriers – Beyond the Hashtags, Beyond IWD” event was hosted by Jen Davidson from Included and featured a keynote conversation with Dimple Agarwal, former Deputy CEO at Deloitte and current advocate for equity, diversity and inclusion (EDI). The session explored how to move beyond performative EDI practices and achieve meaningful, lasting change in organisations.

Key Insights and Takeaways

1. Intersectionality and Individual-Centric Approaches

• Insight: EDI efforts should avoid box-ticking and instead focus on recognising the complex identities of individuals. Simply categorising people by gender, race, or other characteristics overlooks the nuanced reality of human identity.
• Takeaway: Leaders must educate themselves on the complexities of identity and take the time to engage personally with individuals to understand their unique contexts.

2. Authentic and Ongoing DEI Commitment

• Insight: Real change requires consistent, everyday commitment rather than gestures reserved for specific events or observances, like International Women’s Day (IWD).
• Takeaway: Embed EDI into everyday practices and values, rather than focusing efforts solely on symbolic occasions. Genuine engagement with diverse voices should be an ongoing priority.

3. Strengthening HR’s Role and Professionalisation

• Insight: Many organisations lack sufficient HR training and resources to manage complex discrimination cases effectively. Additionally, HR is often seen as a function that protects the company rather than supporting individuals.
• Takeaway: Provide HR professionals with rigorous training and ensure they are equipped to handle sensitive cases independently. Position HR as an advocate for people as well as the business.

4. Data-Driven Decision Making

• Insight: Data is vital for understanding EDI challenges, but employees will only share sensitive information if they feel safe to do so.
• Takeaway: Build a culture of trust where employees feel confident that their data will be used ethically and to drive positive change. Use data not just for reporting but to guide impactful actions.

5. Addressing Power Dynamics and Building Accountability

• Insight: Employees often feel powerless to challenge leadership on EDI issues due to fear of job loss or career damage.
• Takeaway: Foster a culture where employees feel safe to question leadership and hold them accountable for EDI commitments. Develop mechanisms for regular and transparent dialogue about progress.

6. Maximising Employee Resource Groups (ERGs)

• Insight: ERGs can act as a vital link between employees and leadership, but they must balance advocacy with proposing solutions.
• Takeaway: ERG leaders should regularly communicate with executive teams to present both challenges and practical ideas for improvement. Encourage ERGs to focus on constructive dialogue and proactive initiatives.

7. Media and Social Responsibility

• Insight: The media can either undermine or amplify EDI efforts, often prioritising sensationalism over responsible reporting.
• Takeaway: Organisations should focus on maintaining long-term integrity rather than reacting to media pressure. Be critical of how EDI initiatives are portrayed and maintain accountability irrespective of media narratives.

8. Leadership Integrity and Long-Term Commitment

• Insight: Genuine EDI efforts are often undermined by leadership changes or shifting political climates, leading to inconsistent actions.
• Takeaway: Leaders should prioritise consistent, authentic EDI strategies that are resilient to external pressures. Focus on building a culture of long-term commitment rather than short-term gestures.

 

Action Points

1. Educate Yourself and Your Team: Develop a deeper understanding of intersectionality and the complexities of human identity.
2. Challenge Performative EDI Efforts: Advocate for consistent, meaningful initiatives rather than symbolic gestures.
3. Strengthen HR Capability: Advocate for professionalising HR and equipping the function to handle discrimination and inclusion cases with rigour.
4. Use Data Responsibly: Create a culture where employees feel safe sharing data and use it meaningfully to inform decisions.
5. Foster Accountability: Empower employees to question leadership and ensure EDI commitments are being met.
6. Support ERGs: Encourage ERG leaders to build constructive relationships with executives and propose actionable ideas.
7. Challenge Media Narratives: Be critical of how EDI efforts are portrayed and hold both media and organisations accountable for factual representation.
8. Promote Integrity in Leadership: Push for long-term, authentic EDI strategies rather than short-term reactive approaches.

 

Final Thought

Dimple’s closing message was a powerful call to action:

“Stand up for what’s right, not just selectively but consistently. Don’t wait for permission to challenge injustice—lead with integrity and courage.”

By committing to these takeaways, organisations can move beyond performative actions and truly embed diversity, equity, and inclusion into their culture and everyday practices.