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Given the historical challenges women face in the workplace, such as pay gaps, lack of opportunities in senior roles, and implicit bias; we need to start creating an inclusive and supportive environment.
Claudelle Naidoo, CEO, Sub-Saharan Africa, GroupM, part of the WPP network: “DE&I cannot stop at inclusion; it must extend to participation” (Photo courtesy)
A place where everyone can grow equally.
Crucial moment
When I started working in agency in the data and analytics space, I quickly discovered a disappointing reality: I and other women would do the work, but we never got a chance to showcase it.
Then one day, my story changed.
There is a person with an open mind, believe me.
One day he took me to a meeting and he said, “You go up there and state this, and if you make a mistake, I’m going to catch you.”
In that moment, I experienced firsthand how empowering it is to have a voice, to be believed, and to be supported.
That experience was a pivotal moment in my career and I’ve been paying it forward ever since.
From integration to participation
As a woman who is now in a position to lead, mentor and drive change, I believe we need to start tapping into the underlying psychology of women thinking they can’t grow and work on their own terms.
What is preventing them from growing in their environment?
Through this reflection and understanding, we should be able to take steps such as implementing mentoring programs, investing in coaching, celebrating achievements, achieving a balance between work and family life, and establishing sponsorship or support systems for women.
I have been in many board meetings in my life and I have seen firsthand how things play out.
Sometimes women are given great power but are reluctant to be included and involved, and their voices are often not heard.
Diversity, equity, and inclusion (DE&I) cannot stop at inclusion. It must continue to engagement.
Really have a say
This means that women, people of color, or people from diverse backgrounds can sit on boards, but do they really have a voice?
Now, as a senior leader, I am committed to empowering other women and diverse people through support networks and actively involving them in discussions and decision-making.
If you are going to drive real transformation, then there has to be a real agenda for driving DE&I in the workplace.
The elephant in the room
The elephant in the room is often about how women in the workplace face bias and inequality.
But when does this agenda become discriminatory and infringe upon women’s rights to grow up?
I think organizations need to self-reflect and take responsibility to create an equitable work environment where women can thrive.
My advice to other women in leadership positions is to give back and use your voice and role to lift other women up and enable them to grow.
Make the systemic challenges that prevent women from achieving greater success in society a thing of the past.
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