How do you inspire inclusion?

Selina Donald, CEO & founder, The Bulb

At the heart of inclusion is the recognition that each person is unique, with their own set of talents, perspectives, and needs.

My priority with each member of The Bulb is to ensure they feel ownership and belonging to the company, and that we have a warm and welcoming culture where everyone is confident to have a voice.

One key strategy I've employed is personalised engagement. By taking the time to understand each team member's working preferences, strengths, and motivations on a one-on-one basis, I can tailor my communication and support to maximise productivity and belonging.

Consistent and transparent communication channels also play a vital role in promoting inclusion. As we work remotely, we've established a framework that includes daily check-in meetings, Slack channels for quick questions, and regular one-on-one sessions.

Inclusion isn't just about policies and procedures; it's about creating a culture where diversity is celebrated and embraced. By actively seeking out diverse perspectives and experiences, we enrich our collective understanding and drive innovation.

Rachel Belliere Wilson, access & inclusion educator

At 17, I suddenly found myself part of a minority group that I hadn’t planned on joining.

In a blink, I’d been moved from the in-crowd heading off to university to broken goods in a side wing of a hospital. I was disabled. I was different. My difference was met with sympathy or avoidance, but rarely inclusion. For quite a number of years, I had to spend a good deal of my life demonstrating that disability did not define my ability.

It was, at times, isolating and lonely. But once I dusted myself off and found different ways around obstacles and attitudes, I found there was so much I could influence for the better.

So, roll forward to 2024. How do I inspire inclusion? Credibility, connectivity and collaboration.

Credibility

Having established credibility across several areas - business leader, Team GBR athlete, a mother, coach and educator - I’m able to harness my disability and my ability together and for both to play their part, both included in the storytelling and influencing.

Credibility in various arenas has given me a place at the table and my lived experiences have given me some brilliant stories to share! And it’s through these that I aim to inspire inclusion.

Connectivity

My work is all about connecting, listening, exploring, and then going a bit deeper still, so that everyone feels able to contribute in their own way. There’s something very liberating about being able to show up as yourself, empowered to contribute and feel valued.

Collaboration

I aim to inspire by encouraging everyone to look beyond the difference, to seek out the common goal and to work together inclusively for brilliant results.

For me, feeling included is a simple mathematical equation: Great accessibility and fabulous attitudes equal inclusion and belonging.

Tinique Hay, founder of Hay Events

I inspire inclusion through the power of my authentic voice.

Being a business partner for the University of Hertfordshire, as well as becoming a visiting lecturer, has enabled me to use my authentic voice to educate, motivate and inspire future event professionals.

I am all about having a crystal clear event strategy, because 'without an event strategy execution of your event idea is aimless.

Through an event strategy, you can identify ways of implementing inclusivity into your event through event design, event programming, venue selection, delegate communication and speaker selection.

Gabriela Sonnleitner, MD, magdas HOTEL

People from 20 different nations work at the magdas HOTEL, the majority of whom came to Austria as refugees.

For us, inclusion means looking at people’s potential and not at possible deficits.

When Olga from Ukraine joined the magdas team two years ago, she didn't yet speak German, but she really wanted to work. Since our head of housekeeping speaks Russian, we enabled her to get started even without any language skills. Since then, she has not only become a highly valued employee but she's also achieved her German B1 level and has integrated well in Vienna with her little daughter.

Our daily practice shows us that good training is the key to the successful integration of people with a refugee background. The faster our new fellow citizens learn German and enter the labour market, the faster integration can succeed. Of course, this requires support, especially at the beginning, but this pays off a hundredfold.

Laura Capell-Abra, founder, Stress Matters

At work, I will always give clear indications of the purpose and agenda of any meeting and open it to the whole team so anyone who feels they can contribute, can.

Our content, across all Stress Matters programmes, is kept short. We also have content that's available in 10-minute, bitesize sessions, and audio only and visual only to allow for all preferences in the consumption of material.

Outside of work, I go to a pole dancing studio where women and men of all ages, shapes and abilities can join the sessions - it's a space that makes me feel extremely included.

It inspires us all to push to develop skills as we can look around and see that everyone can do it if they try.

 Kerrin MacPhie, CEO, Meetings Industry Association

In life, I am never more content than when everyone around me is feeling happy and welcome - whether at home, at work or socially.

I like to think that knowing my behavioural style helps me to empathise, understand, work with and support anyone, anywhere.

Our team work flexibly and remotely, and our peer groups include sustainability and LGBTQI+ while our education supports the industry in menopause, dementia in the workplace and stress matters.

Inclusivity is not what I or the organisation thinks about, it’s what we do as a standard.

Gabrielle Austen-Browne, founder, Diversity Alliance

As a woman of colour in the events industry, I've faced my share of challenges. However, I've chosen to channel these experiences into my work by empowering underrepresented voices and creating opportunities for others. 

For me, inspiring inclusion means listening to and amplifying diverse perspectives and actively trying to understand experiences that are different to my own. I always strive to create environments where everyone feels heard and valued, which is what my podcast, Diversity Alliance Talks, aims to do. 

Inspiring inclusion is about living its values every day – not just through initiatives or when we are told to, but through small, consistent actions that enhance belonging and celebrate diversity.

Tracy Bury, owner & founder, Operandi Consulting

I want us to address the barriers to inclusion, whether that is for women, or other marginalised groups, and to get to the root causes of them and create the solutions for change.

We are not all the same and we are richer for our differences and what we can learn from others.

We need to be ready to listen to different voices, ones that do not simply confirm our position, but challenge them. We need people to have a growth mindset and participate in hard potentially uncomfortable conversations, and we can do that by creating safe spaces.

We need people to reflect on their privileges associated with where they live and the opportunities they’ve had and for them to be ready to listen to others who come from different parts of the world and have different backgrounds, beliefs and values.

Harnessing all of this is how I love to inspire others for greater inclusion.

Emma Jane Taylor, owner MD, Dot-The-Eye

I was fortunate to be brought up by forward-thinking parents and educated by teachers who believed we could all achieve, and that everyone should be heard.

From an early age, my parents would call ‘family meetings’ where we would discuss everything. I may not have got the outcome I wanted but I always understood why a decision was taken and felt I got the chance to put my opinion across.

It is something we still do as a family and something I strive to achieve within my business. Our core values are centred around how we operate as an inclusive team.

I have found that when you employ people from different backgrounds, knowledge bases and across the age spectrum, you gain a wealth of ideas and can look at problems through a variety of different lenses.

Ultimately, this has only served to enhance our business. Our Team meetings always involve cake and open discussions where every voice is heard. The benefits of inclusion in my experience, are greater than the challenges they can sometimes create.

Emma Duncan, head of operations, asembl.

Inclusivity should be intertwined from the conceptual stage in event design.

Two examples would include using inclusive marketing, sending surveys allowing your audience to collaborate on the experience, or ensuring diverse representation for more shared knowledge and opinions.

These approaches not only create an inclusive experience but can help to educate and inspire inclusivity in others that they take forward into their everyday lives.

From a teamwork perspective, we know what works for one person may not work for another, so we have an understanding, human approach to leading teams. If an employee receives the best, they’ll give their best.

Emma Waycot, founder & MD of Vine Tree Connections

As a business owner, I am now in a position to offer support to other forward-thinking female industry professionals.

Although our industry is highly represented by women, I strongly feel we need to demonstrate a consistent show of equality, especially for working mothers who should have the same progression opportunities.

I am proud that Vine Tree Connections is a female lead team, and I recognise and celebrate the true value of their individuality, contributions and their ambitions.

Anna-Marie Trzebinski, founder, AMTEvents

From an agency standpoint, I envision creating a nurturing environment for female event professionals.

I aspire to provide the support and flexibility they need to excel in both their careers and personal lives, including the option to balance work with family responsibilities.

My ultimate goal is to establish an on-site nursery, symbolising our commitment to family-friendly policies and inclusive practices.

For me, inclusion means embracing diversity and empowering individuals to pursue their chosen paths with confidence and comfort.

Fay Sharpe, founder, Fast Forward 15

I inspire inclusion by being open, making an effort to hear people and trying to put myself in their shoes, to see things from their perspective.

I feel included when people don’t judge me before they know me, when they are genuinely interested in me as a person, and not what I do, how old I am or what position I hold.

A few ways I suggest people can inspire inclusion is by asking open questions, and intently listening to the answer. It always helps if you can be genuinely interested too.

Never judge anyone before you know them and remember that ‘what goes round comes round’, so be kind in your interactions and seek out positive role models.

Søster

Jemma Uglow, business development director

A key aspect that makes me feel empowered is our collaborative environment which values skill over hierarchy.

No matter what the project, anyone with something to contribute can be involved.

We’ve also had company-wide culture workshops, in which we all have a say on what we think our goals should be, which fosters a great sense of inclusivity.

Emma-Louise Dotson, financial controller

One of the main reasons I joined søster was their understanding and flexibility toward working mothers like me.

Our tailored working style maximises productivity, efficiency, and creativity by accommodating individual needs. There are plenty of opportunities to travel presented to the company across teams, and while it might be easier for these trips to be given to those with a little more flexibility, I'm always encouraged to take them up when I can.

Sarah Howman, operations director

Clear policies and codes of conduct as well as proactive measures to ensure a safe and welcoming environment for all means our experiences are enriching, impactful, and inclusive for everyone involved.

Harriet Bullen, senior talent manager, TRO

TRO is proud that the majority of our leadership team is made up of women, three out of five, and 56 per cent of women make up our permanent employees.

We are also part of Omniwomen, an initiative that serves as a catalyst for increasing the influence and number of women leaders throughout the wider Omnicom network.