Leaders and managers need to be able to ask the right questions to read beyond the surface and delve deeper into the feedback. When prompted in the right direction within a safe environment, leaders will be able to understand why the issue is important to them and what improvements they hope to see.

Even though having one-on-one discussions is more appropriate when dealing with highly sensitive and personal matters, group discussions can sometimes uncover more insights. There is safety in numbers as they feel less vulnerable because they are not alone in expressing their thoughts or concerns.

They may also find comfort knowing that they have the opportunity to receive feedback and encouragement from colleagues who share their perspectives, leading to more open discussions and exchange of ideas. This collaboration is also helpful to the business, as they can lead to more comprehensive problem-solving and innovative ideas.

DBS regularly conducts ask-me-anything town halls between employees and the leadership team, as well as with their CEO.

3. inclusivity means including everyone in the conversation

Ironically, the efficacy of ED&I initiatives rests on inclusivity. It is through bringing people with different backgrounds, perspectives and experiences together that can help foster a stronger sense of community.

For example, initiatives focused on women might naturally cater to their specific needs and challenges, which may not be fully understood by others. Addressing gender diversity should be done in a way that welcomes men into the conversation. Keeping that door open to men can encourage them to become better colleagues, supporters of female co-workers and allies of women leaders.

This same approach applies to anyone who has a different view - be it LGBTQ+ or fresh graduates. By creating an environment where diverse viewpoints co-exist, organisations can leverage the richness of varied experiences to drive positive change.

the journey will be challenging, but the rewards will be immeasurable

In the banking industry, where innovation and adaptability are cornerstones of success, driving equality and inclusion through effective leadership is critical. Without diversity in thoughts, innovation and creativity will take a backseat in all of your strategies.

By embracing data-driven conversations, fostering unfiltered insights, and designing inclusive initiatives, HR professionals can steer their organisations towards a more equitable and inclusive future. The journey will be challenging, but the rewards - in terms of employee satisfaction, retention, and organisational growth - will be immeasurable.

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