Diversity only matters when employees feel heard: XChange EMEA 2024 day 1 part 2

The final session of the day focused on the importance of representation in any modern channel business

Culture is the lifeblood of any channel business, attendees at day 1 of CRN's XChange EMEA 2024 heard during the final panel of the afternoon.

Susanne Kirndorfer, co-head of DEI at ThoughtWorks Europe and Dr Adaora Dagogo, managing director at Stechad, homed in on the vital importance of keeping track not just of the makeup of your employees, but also listen to their concerns in order to retain and develop a diverse workforce.

Dagogo emphasised the importance of intentionality in attracting diverse talent, starting with a diverse HR team.

"The HR team has got to be diverse. We have a mixed team of both male and female and people from different backgrounds because there is a language. It's important that if you want to attract this talent, you speak the language," she explained.

This approach ensures that the team can effectively communicate and resonate with potential candidates from varied backgrounds.

Another critical aspect is the job description and recruitment channels. "We try to ensure that the job description and the places we are drafting these talents from are diverse in terms of the communications and policies we put out there," Dagogo added. This intentionality in communication helps create an inclusive atmosphere right from the recruitment stage.

Kirndorfer agreed, stressing the importance of authentic representation in marketing materials: "The pictures you send out, the pictures you have on your website, should represent the organisation authentically. This way, you're not just attracting talent but also showing that you genuinely value diversity," she noted.

Retention of diverse talent requires a focus on inclusion and equity. Dagogo highlighted that diversity alone is insufficient without inclusion. "Diversity is not diversity until there's inclusion. It's one thing to have a mix of people; it's another to ensure their opinions are respected, their perspectives are seen, and their voices are heard," she emphasized. This inclusion creates an environment where employees feel valued and respected.

Regularly tracking and reflecting on data is another essential strategy.

"Track the data to see if it's actually diverse and if you have enough people in leadership positions. Reflect constantly on it because these things can change quickly," Kirndorfer advised.

Dagogo elaborated on the positive impact of having a diverse workforce, stating, "The beautiful part about diversity and inclusion is the ability to have multiple perspectives." This variety of perspectives fosters innovation and helps the organisation reach a larger audience. "When you reach a larger audience, there is more money," she added, highlighting the business benefits of diversity.

While a business culture starts at the top, diversity and representation is everyone's mandate, the speakers agreed.

"It's everyone's responsibility. It's a bottom-up and top-down approach. From leadership to creating psychological safety on the ground, everybody has to contribute," Kirndorfer stressed.

She added the importance of leadership buy-in and continuous education on DEI topics, starting from the recruitment phase and extending throughout an employee's tenure.

Kirndorfer and Dagogo shared successful internal initiatives that have made a significant impact.

Dagogo flagged "EmpoHer Tech," a project bridging Nigerian and European companies, focusing on IT education for high school girls.

"We go to schools and conduct workshops on cybersecurity, UI/UX, networking, and more. This mentorship continues to ensure the next generation of leaders is better equipped," she explained.