In today's ever-evolving workplace, the importance of Equity, Diversity, and Inclusion (ED&I) cannot be overstated. Yet, as Grace Mosuro, leadership coach and founder of Acquaintz Consulting, highlights, the momentum behind ED&I initiatives has slowed since the world reopened post-pandemic. While organisations made significant strides in 2020, competing priorities have led many to shift their focus. However, now is the time for leaders to re-engage and build truly inclusive organisations.
The Catalyst for Change
Grace's journey into full-time ED&I work was shaped by two pivotal moments: the global reaction to the death of George Floyd and her personal battle with breast cancer. "There is nothing like a life-threatening experience to wake you up," she shares. This period of reflection drove her to establish Acquaintz Consulting, dedicating her career to helping organisations create workplaces where everyone feels they belong.
At the core of her work is the belief that inclusion should be embedded in an organisation's DNA, rather than treated as a standalone initiative. "The problem is that many companies take the 'Noah’s Ark approach to diversity'—hiring two of everything without thinking about development and retention," Grace explains. This leads to stagnation at the lower levels, while leadership remains homogenous.
The Business Case for ED&I
Beyond moral and ethical considerations, diverse and inclusive organisations deliver tangible business benefits. A McKinsey report, Diversity Wins, found that companies with diverse leadership are 28% more likely to outperform their competitors. But despite this, ED&I often remains an afterthought.
Grace points out that organisations struggle with maintaining momentum because they don’t clearly link ED&I to business objectives. "Employees don’t buy into initiatives when they don’t see the strategy behind them," she notes. Instead, ED&I should be integrated into company goals and employee KPIs to drive accountability and commitment.
Want to gain deeper insights into implementing effective ED&I strategies? Join The CIO Circle and watch the full masterclass with Grace Mosuro.
How to Create Meaningful Change
Many organisations claim they value diversity, but their leadership structures tell a different story. "If your senior leadership team doesn’t reflect your workforce, you have work to do," says Grace. So, what can leaders do?
1. Engage with Your Employees
Leadership must go beyond surface-level commitments. Grace recommends a simple but powerful exercise: "Pick five people at any level in your organisation and ask them about their experience. Do they feel like they belong? Do they see opportunities for growth?" These conversations provide critical insights into workplace culture and highlight areas for improvement.
2. Rethink Talent Pipelines
Traditional recruitment methods reinforce existing biases. "Hiring through personal networks tends to favour dominant groups," Grace explains. To create real change, organisations need to actively seek out talent from underrepresented backgrounds and provide them with meaningful opportunities. Sponsorship, mentorship, and leadership development programmes can accelerate progress.
3. Make Senior Leadership Accountable
Too often, Employee Resource Groups (ERGs) lack the executive support needed to drive change. "C-suite leaders should actively sponsor ERGs—not just attach their name, but attend meetings and champion initiatives," says Grace. True commitment from leadership signals to the entire organisation that ED&I is a priority, not a checkbox exercise.
Learn from top ED&I experts and network with CIOs committed to change. Become a CIO Circle member today!
Shifting Mindsets for Lasting Impact
One of the biggest barriers to progress is the myth that diversity initiatives undermine meritocracy. "No one is hired just because of how they look," Grace asserts. "The real issue is that organisations haven’t historically provided equal access to opportunities."
By fostering a culture of sponsorship and visibility, leaders can ensure that talented individuals from all backgrounds have the chance to progress. "Someone once told me, 'People need to know you exist before they can offer you an opportunity,' and that stuck with me," Grace shares. Leaders have the power—and the responsibility—to lift others up.
Three Actions Leaders Can Take Today
For leaders wondering where to begin, Grace offers three immediate steps:
- Engage in conversations: Speak with employees about their experiences in the organisation and listen to their perspectives on inclusion.
- Actively sponsor diverse talent: Identify and support individuals from underrepresented backgrounds by advocating for them in leadership discussions.
- Educate yourself: Read books such as The Culture Map by Erin Meyer, The Loudest Duck by Laura Liswood, and Conscious Inclusion by Catherine Garrod to deepen your understanding of workplace diversity.
The future of work will only become more diverse. Companies that fail to prioritise ED&I risk falling behind, both in performance and reputation. As Grace puts it, "If we want the next generation to thrive, we need to embrace diversity now."
So, the question for leaders is this: What are you doing today to build a more inclusive tomorrow?
Want to hear more expert insights? Join The CIO Circle and watch the full masterclass with Grace Mosuro today.
This blog was inspired by insights shared in The CIO Circle masterclass with Grace Mosuro, founder of Acquaintz Consulting.
By implementing these key strategies, CIOs can build a resilient IT infrastructure that supports business continuity, minimises risks, and drives operational efficiency. Invest in a robust IT infrastructure to ensure your organisation remains agile, competitive, and prepared for any disruptions that may arise.
Join The CIO Circle.com to connect with a community of CIOs focused on building resilient IT infrastructures for their organisations. Share experiences, learn from industry leaders, and collaborate on best practices to ensure business continuity and operational efficiency. Sign up now!
