Diversity and Inclusion Expert Samantha Lubanzu offers valuable advice on how companies can improve their recruitment processes to be more inclusive. She emphasises the need for genuine commitment to diversity and inclusion rather than mere lip service. Samantha suggests that companies invest in their employees, build a culture of inclusivity from the top down, and nurture and support diverse individuals once they are hired.
She also highlights the importance of middle managers in making decisions that impact people’s lives and the need to focus on their inclusion strategies. Samantha’s role in helping companies with more diverse and inclusive strategies includes conducting audits, creating plans, providing training, and coaching women, particularly those from underrepresented groups, to overcome self-sabotage and imposter syndrome and climb the corporate ladder.
If you’re a small business, Samantha encourages you to invest in diversity-owned companies and to consider diversity in your supply chain. She also notes the importance of individual choices in supporting diversity and inclusion, both in personal shopping decisions and in choosing to work for diverse companies.
Overall, Samantha emphasises the long-term nature of building genuine diversity and inclusion. Her insights are valuable for anyone looking to impact the workplace positively and beyond. You can find Samantha on LinkedIn, her website, and on social media platforms such as Instagram and Twitter. She also hosts a podcast called “SuperWomenCan,” featuring interviews with successful women who have climbed the corporate ladder.
Enjoyed this conversation? Then don’t forget to check out our other Employer guides here, plus our podcast conversation with Samantha here.
Timestamps:
Title: Introduction to Diversity Dishonesty [00:00:00] The speakers introduce the concept of “diversity dishonesty” in the workplace, where companies claim to prioritise diversity and inclusion but do not follow through in practice.
Title: Examples of Diversity Dishonesty [00:01:32] Elizabeth and Samantha discuss examples of companies caught for diversity dishonesty, such as Amazon and Lloyds Banking Group, and how it disproportionately affects women.
Title: Ways to Build Genuine Inclusion [00:08:04] Samantha offers advice for companies looking to build genuine inclusion, including implementing flexible working, increasing representation in leadership positions, and checking statistics and reports for diversity and inclusion efforts.
Building Genuine Inclusion [00:08:07] Samantha Lubanzo discusses ways for companies to build genuine inclusion, including implementing flexible working and increasing representation in leadership positions.
Diversity Dishonesty [00:10:04] The consequences of diversity dishonesty are discussed, including bad reputation and loss of consumer trust. Examples of companies caught out for diversity dishonesty, such as Amazon and L’Oreal, are given.
Benefits of Diversity [00:13:49] The return on investment for diversity and inclusion is discussed, including increased profits and innovation. The mobile phone, invented by a black man, is cited as an example of the benefits of diversity.
The Importance of Diversity and Inclusion [00:16:26] The speakers discuss the benefits of diversity and inclusion in creating better products and services for everyone.
Supporting Diversity-Owned Companies [00:17:10] Samantha suggests ways for small businesses to invest in diversity-owned companies, such as choosing diverse-led businesses for services like photography.
Fostering Inclusion from the Start [00:21:19] Samantha emphasises the importance of a strategic diversity and inclusion plan that invests in diverse communities and nurtures individuals throughout the employee journey.
Recruitment and CVs [00:25:03] Samantha discusses the importance of using inclusive language in job adverts and the flaws in the recruitment process, including the use of AI to populate CVs and lengthy job requirements that deter women from applying.
Budgeting for diversity and inclusion [00:28:24] The government’s Access to Work team offers up to £62,000 annually to support disabled individuals in the workplace. Companies should invest in nurturing relationships with diverse individuals and supporting them in senior leadership roles.
Investing in middle managers [00:31:09] Middle managers are the gatekeepers of diversity and inclusion in the workplace. Companies should invest in employee training and upskilling to make inclusive decisions on recruitment, flexible working, and progression.
Inclusive Leadership Training [00:31:58] Samantha Lubanzu discusses her work helping companies become more diverse and inclusive, including training managers in inclusive leadership.
Importance of Middle Managers [00:33:45] The speakers discuss the importance of middle managers in making decisions that impact people’s lives and the need to train them in diversity and inclusion.
Promoting Diverse Women [00:35:19] Samantha Lubanzu talks about her podcast, Superwoman Canne, which aims to help diverse women climb the corporate ladder and features interviews with successful women.