Foreword: A Call To Arms

An introduction from Julian Kirby

Julian Kirby, Managing Director,

Global Finance

Hi everyone,

It’s a great privilege for Global Finance to be in the wheelhouse for this edition of the Connect D&I newsletter. And an even greater one for me to write this introduction.

If by way of an experiment we asked a selection of business leaders from global companies why they believed an inclusive approach was so important when it comes to attracting employees, my gut feel is the answer would be ‘because its good business’.

And this is good news. Why? Because in recent times companies have responded by upping their commitment, increasing the number of diversity and inclusion professionals and embedding education and diversity training into common business practice.

As an Informa ‘lifer’ who has been with the company over 20 years, I can attest to how quickly we too have recognised the importance of inclusion. A concept largely absent from the playbook back in the ‘Noughties’, our commitment to changing business culture, mindset and practice is now significant and something we should be undeniably proud of.

In Global Finance, our own commitment to inclusion (and empowerment) through the ‘More Voices, More Minds’ initiative feels like it’s building some solid momentum.

But despite these positive steps we still have much work to do. My personal commitment is to creating even greater diversity in the GF talent pool, particularly in leadership roles.

Why? Because as leaders we have the opportunity, and therefore the obligation, to embed these principles into our business DNA, seal the casket, and ensure they exist in perpetuity.

We have made some big steps but in many ways our journey is just beginning.

Let’s keep up the momentum.

Our diversity will be our strength.

I really hope you enjoy this GF edition of the newsletter; the team have worked incredibly hard to put it together.

Kindest regards,

Julian

So this is a ‘call to arms’ for all our leaders and managers (leaders defined here by actions rather than job title) to commit to change. Changed mindset, changed actions, and as a genuine people business, a change in the way we interact with colleagues.

As MD, here are just a few of the ways I think I can effect change.

Broadening Our Field of View

Let’s create a more inclusive team by working collaboratively with our HR and recruitment teams to ensure we are doing all we can to identify, attract and hire diverse talent, particularly into leadership roles

Build a Pathway to Success

As we recruit people into more junior roles, let’s make ours an environment where they can flourish and grow. Understand their ambition. Build a pathway for professional development. Support them on their journey. Make them feel valued.

Support, Advise and Feed Back

To drive a true understanding of diversity we first need to understand more about our colleagues – and ourselves. Be open and honest with ourselves about biases and blind spots. Feedback is a gift and, as managers, we should be in constant contact with our team members, ensuring they feel safe and well-supported. But also providing clear feedback on how to move forward and unlock bigger opportunities in front of them.