Corecom’s annual WIT event: Intersectional and inclusive leadership

Corecom’s annual Women in Tech leadership event focused on intersectional and inclusive leadership. Our incredible panel of speakers bought a huge amount of lived experience and knowledge to the event, conveying the importance of true inclusion within a working environment, and ways to achieve this. It’s always our intention to bring an intersectional focus to our Women in Tech events, and this time our community members suggested we explore the topics of neurodiversity and social mobility, in relation to women in tech. So, our phenomenal panel did exactly this! 

Thank you to the panel:  

Nisha Haté, VP Technology, Equifax

Tolu Osinubi, Director, Deloitte UK

Amy Lynch, Head of Diversity, Equity & Inclusion (Europe), Thoughtworks

Here’s a summary of the main points:  

Representation and recruitment 

– True inclusion goes beyond having diverse voices at the table, it’s about the voices that are missing at the table and how we can invite them, giving everyone an equal opportunity.  

– Traditional practices like unpaid interviews, people paying for their own travel, and specific attire disproportionately impact candidates from socioeconomically disadvantaged backgrounds.  

Neurodiversity and intersectionality 

– We can design workspaces to be ‘neuro-inclusive’, meeting the needs of everyone, whether they have taken the diagnosis journey or not.  

– An intersectional focus acknowledges that people bring their whole selves to work, and their experiences are shaped by these intersects such as gender, race, and neurodiversity. 

Data and accountability 

– Diversity statistics alone are insufficient; focus on metrics that reveal company culture and employee experiences.  

– Leaders must be held accountable for achieving Diversity, Equity, and Inclusion goals. Integrate these goals into core business objectives and track progress rigorously, with the same energy we deploy for commercial targets. 

Psychological safety and leadership 

– Psychological safety is paramount. Employees need to feel comfortable speaking up, admitting mistakes, and asking questions without fear of judgment. 

– Leaders can embrace and share their own failures to create a culture of learning and innovation.  

– Celebrate the unique strengths and experiences that each team member brings. 

Taking action 

– Don’t wait for top-down initiatives. Leaders at all levels can champion DEI within their spheres of influence. Be the change! 

– Start small. Incremental, meaningful changes can significantly improve workplace inclusivity. 

Thank you to our panel and our guests for another wonderful Corecom event. See you at the next one! 

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Jonathan has a natural talent for engaging with our students on a personal level and really understands how to stoke the fire in their bellies. The joy of this means he can get right on down to sharing the nitty gritty – the fundamental requirements for passion, graft, networking and solid community relations in order to succeed – safe in the knowledge that our students will hear his message and take his wisdom on board.

 

Sally Gibbs, Personal Tutor at the University of Leeds