We regularly invite our WORK180 Endorsed Employers to events and conversations designed to inform and inspire their continued commitment to diversity, equity and inclusion (DEI). Most recently, we hosted a fireside chat with Duncan Hewett, an accomplished expert driver of DEI and author of Accelerating Women.
“Duncan is one of the most impactful male allies I’ve had the pleasure of meeting. While heading up VMware for Asia Pacific & Japan, Duncan created and sponsored a world-leading program that helped 34,000 women upskill and 8,000 women return to work in the Indian technology sector. This is just one example of his impact, and during the fireside chat, Duncan shared his learnings, achievements, and challenges faced, and fielded some tough questions from our audience.”
Valeria Ignatieva, Chief Customer Officer at WORK180
While “Leading diversity: Strategies for senior leaders” was reserved for WORK180 Endorsed Employers, today we share some quick key takeaways from Duncan’s inspiring session.
Article contents:
Introducing Duncan Hewett
Duncan Hewett’s passion for driving gender equity began early in his career when leading a team of women in the tech industry: “I saw firsthand the barriers women faced in tech and knew I had to drive change.” During this formative experience of his career he also realized the importance of active listening as an ally:
“I still remember about three or four months into the role [I had] this realization that I didn’t actually need to fix everything and I needed to learn how to listen better. That two year journey leading that team really changed my perspective 20 years ago.”
This focus on empathy and awareness has been the cornerstone of Duncan’s approach to leadership and gender equity ever since. It has allowed him to develop programs and initiatives that not only support women’s advancement but also transform workplace cultures for the better of all in the business.
Key takeaways from ‘Leading diversity: Strategies for senior leaders’
1. Establishing DEI as a priority
Duncan stressed the importance establishing DEI as a priority from the top down. It’s important to make sure it’s seen as an integral part of your organization’s strategy — rather than a standalone initiative.
He said, “It’s not a project or a program that has a start and finish. It’s actually a strategic change to the way you run an organization.”
Actionable tip: Ensure that DEI is embedded into the core strategy of your organization. Communicate its importance clearly and consistently to all stakeholders, and demonstrate leadership commitment through actions and policies.
2. Building diverse leadership teams
The session included various examples highlighting the importance of diverse leadership for innovation. “It’s crucial to not just invite diverse voices to the table but to listen and act on their insights.”
In order to achieve such diversity of thought, Duncan’s leadership saw VMware invest in the career development of women within the organization — contributing to a significant increase in women leaders.
Actionable tip:
Develop mentorship and sponsorship programs to support underrepresented groups in rising to leadership positions. (For more actionable guidance on this topic, check out our free guide on developing diversity (without relying on recruitment).)
3. Leveraging data for DEI
Duncan emphasized the importance of measuring and tracking progress in this space, stating: “Data-driven decisions help pinpoint gaps and measure progress effectively.”
Actionable tip:
Implement a robust system for tracking DEI metrics, including hiring, promotions, and employee satisfaction surveys. Also, regularly assess your organizational culture and solicit feedback from employees to identify areas needing improvement.
4. Implementing bias training
Addressing unconscious bias is vital. Duncan advocated for regular training sessions, saying, “Bias training is key in recognizing and mitigating unconscious biases that hinder diversity efforts.”
Actionable tip:
Schedule ongoing bias training workshops for all employees, emphasizing the importance of self-awareness and active allyship.
5. Promoting open dialogue
Open dialogue was also something Duncan was keen to promote: “Creating a safe space for dialogue allows employees to voice concerns and contribute ideas.” His leadership included establishing forums for DEI discussions, fostering transparency and trust.
Actionable tip:
Establish forums or employee resource groups where individuals can discuss DEI issues openly and propose solutions.
Snippets from the questions and answers section
As Valeria mentioned, Duncan welcomed and answered a wide range of questions around overcoming common challenges in this area. Here are just a few examples:
Q: How can senior leaders ensure that DEI initiatives are sustainable and not just a one-off effort?
A: Duncan responded, “Sustainability in DEI efforts comes from embedding these values into the core of the organization. It’s about continuous commitment and regular review. Leaders should set clear, measurable goals and hold themselves accountable. Also, engage employees at all levels to ensure these initiatives are truly inclusive and representative of the workforce.”
Q: What are some effective ways to measure the impact of DEI initiatives?
A: Duncan highlighted, “The impact of DEI initiatives can be measured through various metrics such as diversity representation at different levels, employee satisfaction and engagement surveys, retention rates, and the number of complaints related to discrimination or bias. Regularly reviewing these metrics and adjusting strategies accordingly is crucial.”
Q: How do you handle resistance to DEI initiatives within an organization?
A: Duncan advised, “Handling resistance requires understanding the root causes. It’s important to communicate the business and moral case for DEI clearly. Provide education and training to address misconceptions and biases. Engage resistant individuals in discussions and allow them to voice their concerns, which can often lead to productive dialogues and eventual buy-in.”
Want to know more?
This article only scratches the surface of the thought-provoking anecdotes, actionable insights, and strategy guidance generously shared by Duncan on the day!
For those Endorsed Employers who missed the event, we strongly recommend accessing the full recording via your Progress Hub or DEI Account Manager.
Not yet an Endorsed Employer and keen to know more about our sought-after badge and support? Head to our endorsement page for more information (and check your eligibility in just two minutes).
