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March 4, 2024
In Blogs
International Women’s Day is an essential date in every calendar and this year, Ceuta Group is getting all our people involved. In 2024, International Women’s Day centres on the theme “Inspire Inclusivity”. To commemorate this, we’ve invited individuals from across the Group to share their perspectives on inclusivity and recount their personal experiences – be it in the workplace, within broader society, or in various facets of life.
“Everyone should feel empowered, no matter their circumstances, and have the right to express themselves in their own way. We may not agree or deem this to be correct, but I believe taking the time to understand and educate yourself will not only empower you but allow the individual to also feel empowered.”Happy International Women’s Day, 2024! To me, inclusion is massively connected to belonging, and belonging is the ability to feel like you can be yourself, but also be part of a group, part of a team, part of a community, and be really proud of who you are. It’s very different to conforming, which is minimising who you are to fit in.
When I talk about inclusion and explain it to people, I generally describe it in a meeting and three factors have been proven to be needed to feel included.
Those three things enable you to feel included in a meeting. And for me, that is just a good example of a moment in time that we all have week in, week out. Hopefully, this gives you a bit of a snapshot of what it means to feel included. And how you can start to shape your day or your meetings to make more people feel included more often.
Inclusivity is not just a buzzword or a topic of the month. It’s the attitude we have towards one another, be it at work, at home, or in a social environment. It’s about having the right attitude and creating a safe space together, regardless of who you are and where you come from.
Inclusivity is the ability to share your thoughts and opinions in an open communication path without judgement. This helps to ensure that ideas are deemed valid to give team members the confidence to speak up with suggestions to benefit others and/or the business. To me, I feel valued when I share my thoughts and know that I have been listened to and appreciated for my input.
“You can really see the difference between organisations that demonstrate inclusion vs. those that don’t.”Inclusivity within the workplace is when everyone feels valued and accepted, not only within their own team but within the wider business. For me, it means supporting those in my team, regardless of their background or circumstance, and helping them thrive at work.
Inclusivity means having equal opportunities, whatever your race, gender, socio-economic background, disability, or age (as examples) – as long as the individual possesses the correct skill set and experience to perform a role.
Inclusivity means fairness to me – it is only right that all employees are treated equally and are valued without prejudice.
Inclusivity, to me, is ensuring I treat others in the same way I’d wish to be treated. I don’t believe anyone deserves to be treated differently because they may not fit the norm we personally believe to be correct. Everyone should feel empowered, no matter their circumstances, and have the right to express themselves in their own way. We may not agree or deem this to be correct, but I believe that taking the time to understand and educate yourself will not only empower you but allow the individual to also feel empowered.
“It requires a dedicated effort to understand and dismantle any barriers that may impede certain groups from fully participating.”Everyone feels valued and respected, with equal access and opportunities for everyone, regardless of differences.
A sense of belonging and acceptance. To me, inclusion means that everyone in the workplace feels valued and welcomed. You can really see the difference between organisations that demonstrate inclusion vs. those that don’t.
Inclusion is being in an environment where we can be ourselves and feel welcomed. Accepting and respecting people as they are and for who and what they are, regardless of how close or far we might identify with them. People shouldn’t have to look, sound, and talk the same or share our backgrounds in order to be included. Encouraging others to contribute and listening to thoughts and ideas without experiencing bias.
For me, being inclusive is to include all individuals, whatever their personality, background, ethnicity, beliefs, etc. and believing that however different we are from one another, we are all worthy to be listened to and recognised for who we are.
Inclusivity, to me, means allowing for ALL people to be included in the conversation. This is not always easy. It takes great effort, respect, and patience.
For me, inclusivity is paramount both as an HR professional and as an employee. It’s not just about acknowledging diversity; it’s about celebrating it. Inclusivity entails actively seeking out and embracing diverse perspectives, experiences, and voices, ensuring that every individual, regardless of background, has an equal opportunity to contribute and thrive within the organization.
As an HR professional, I see inclusivity as a fundamental aspect of creating a healthy and productive work environment. It requires a dedicated effort to understand and dismantle any barriers that may impede certain groups from fully participating. This means implementing policies and practices that promote fairness, equity, and belonging for all employees.
But beyond my role in HR, inclusivity is also deeply personal to me as an employee. It’s about feeling valued, respected, and accepted for who I am. Inclusivity fosters a sense of community where everyone feels seen, heard, and empowered to express their authentic selves without fear of discrimination or judgment.
Overall, inclusivity is not just a box to tick or a trend to follow—it’s a fundamental principle that drives both my professional practice and personal values. It’s about creating environments where diversity is celebrated, and every individual has the opportunity to thrive and contribute to their fullest potential.
Although I have been fortunate to work for companies with a good culture, I have also previously worked in environments that could be deemed as age-ist. Being a young female in a management role had its challenges, where the assumption has been there must be an older, more experienced manager to escalate complaints to and who can provide a different response/outcome. This isn’t the case in my current role where all opinions are heard and advice is considered.
Cultural perceptions can be ethnic or religious. During my time at Tesco, I experienced a very diverse workforce. They embraced employees from different ethnic groups and religious beliefs by providing dedicated prayer rooms and adapting the dress code to include turbans and burkas.
“I have worked for 1HQ, part of Ceuta Group, for 23 years. In that time, the marketing and advertising agency world has typically been run predominantly by men, both in the UK and the USA, but over the last 5 years, thankfully, there has been a noticeable push for USA CEO and MD positions, as well as Senior leadership teams, to comprise more women.”I have worked for 1HQ, part of Ceuta Group, for 23 years. In that time, the marketing and advertising agency world has typically been run predominantly by men, both in the UK and the USA, but over the last 5 years, thankfully, there has been a noticeable push for USA CEO and MD positions, as well as Senior leadership teams, to comprise more women. There seems like an active focused hunt for them right now!
Being female and living in Singapore for the past 14 years has been an exciting and enriching experience.
I’ve found Singapore’s workplace culture quite dynamic and fast-paced. The UK and Singapore are, of course, both diverse societies, but the approach to inclusion in the workplace does vary. In the UK, there is a strong emphasis on promoting diversity and inclusion, with legislation in place to prevent discrimination and promote equal opportunities. In Singapore, whilst there is also an increasing recognition of the importance of diversity and inclusion, cultural norms and practices influence how these initiatives are implemented. Singaporean workplaces often exhibit a more hierarchical structure. Respect for authority and seniority is emphasised, and communication tends to be more formal and indirect.
However, inclusivity is an area where Singapore is making strides. Diversity and inclusion initiatives are gaining traction, and there’s a growing recognition of the value of diverse perspectives in the workplace. However, there are still challenges related to gender equality and representation, particularly in leadership roles.
Singapore is a vibrant and welcoming place to live and work as a female originally from the UK. There are opportunities for growth and learning abound, and diversity and inclusion are increasingly valued and celebrated; however, understanding and navigating cultural differences is essential for success.
“I seek to diversify my team by hiring individuals from different backgrounds and who have different experiences and perspectives, as I believe diversity fosters creativity, innovation, and better decision-making. We celebrate each team member’s unique qualities and contributions and encourage a culture of appreciation and respect.”As a people-driven business, inclusivity within our team is key. Our collective goal is just to find the Unicorns out there who best fit the precious team seats. We have a beautiful mix of complementing cultures, opinions, and unique skills across the whole team.
Our 1HQ USA team is primarily made up of empowered and talented women, who don’t only elevate their own professional growth, but also raise the bar of our business to deliver world-class work together… Go Team!
Leading by example – we need to engender a feeling of fairness and inclusivity in all we say and, even more importantly, in our actions. Diversity allows us to understand each other more and walk in other people’s shoes.
As a person in a leadership position at 1HQ, fostering inclusivity within my team is a priority for me. Having come from a previous workplace where inclusivity wasn’t high up on the list of priorities, I use several strategies to create a team culture that values inclusivity, respects differences and harnesses the full potential of every team member.
I lead by example, demonstrating inclusive behaviour in my actions, words, and decisions. This sets a positive tone for the team and reinforces the importance of inclusivity. I have created a safe and respectful environment for my team, encouraging open communication, actively listening to their perspectives, and addressing any concerns or conflicts promptly and impartially.
I seek to diversify my team by hiring individuals from different backgrounds and who have different experiences and perspectives, as I believe diversity fosters creativity, innovation, and better decision-making. We celebrate each team member’s unique qualities and contributions and encourage a culture of appreciation and respect. There is a significant emphasis on collaboration and teamwork, promoting an inclusive work environment, where team members feel empowered to contribute their ideas, opinions, and talents. Our open-plan studio allows us to feel a sense of belonging amongst the wider team.
I always ensure that all team members have equal opportunities for growth, development, and advancement within the team and the organisation. This includes providing mentorship, training, and support tailored to individual needs.
Since leaving higher education, I have been lucky enough to work in roles with a truly global remit, including my 7 years here at Ceuta Group. From the early stages of my career, it soon became apparent that, through the exposure to a wide range of international cultures/ways of working, there are huge personal and professional benefits of having diversity within any team.
In order to fully capitalise on the benefits of this diversity, it is imperative for everyone to have a fully inclusive mindset, to actively seek the thoughts, approaches and views of others around them, that often differ from your own. It’s this melting pot of input through open and respected connections within any team, that truly allows projects to be delivered to the best possible standard, by finding optimal solutions together to all the challenges faced.
I think I might have been fortunate that in my generation, I have never looked at sex, race, age, gender, or sexuality when building a team, but simply the best people for that role. The team currently sits at a nice, even mix of 50/50 in terms of male/female. In terms of fostering inclusivity, I think you treat the individuals as that: individuals – and that works super well for the team. Plus, I am lucky I have an awesome team.
To create a culture of inclusivity within our team at 1HQ, I try to be considerate of everyone on the team and see things from all sides. We create an inclusive culture by respecting each other’s unique perspectives and inviting all people in the room to contribute to the conversation. And the best part is every moment of inclusivity inspires more moments of inclusivity, creating a workspace where it is always safe to share your voice.
“Everyone benefits from an inclusive workplace or society – a more diverse community brings a wider variety of knowledge, experience, perspective, and ideas. This enables better decisions, and it makes for a more engaging environment to work in.”Acknowledging and appreciating the difference in generational perspectives is essential for an effective working environment. Every person in different generations brings their own set of skills, knowledge, and strengths to the workplace and by recognising those differences, we can tap into these individuals’ strengths and skills and create an inclusive work and social environment.
For me: ‘Different generations = A wealth of diverse knowledge and experience’. Bringing together a wider spread of ages in an organisation can encourage greater inclusivity and demonstrate how previous experiences can influence outcomes. It is incredibly powerful to ensure age is not a barrier. Equally, younger generations have much to share from their perspective… All these multi-generations are our consumers and shoppers!
Everyone benefits from an inclusive workplace or society – a more diverse community brings a wider variety of knowledge, experience, perspective, and ideas. This enables better decisions, and it makes for a more engaging environment to work in.
Different generations undoubtedly bring their own unique experiences that provide a different set of insights and solutions to the table. Most of our beliefs are stemmed from our own experiences, backgrounds, and interests. By fostering an environment that encourages collaboration, we can encourage more creative potential in the workplace.
“Although I have been fortunate to work for companies with a good culture, I have also previously worked in environments that could be deemed as age-ist. Being a young female in a management role had its challenges, where the assumption has been there must be an older, more experienced manager to escalate complaints to and who can provide a different response/outcome.”Females remain significantly underrepresented in the tech industry, particularly in leadership roles. As a female myself in a technical industry and within a manager role, I have experienced a real shift over the last 13 years. Technical companies are now putting more of a focus on promoting diversity and inclusion, engaging girls at a younger age while ensuring inclusivity is a priority in their work culture. I have been lucky within my career in that I have always worked within an inclusive environment and my voice has always been respected and heard.
I came to study in the UK aged 18 and been living here for the past 23 years. As someone who grew up in a completely different culture, I have experienced a lot of changes firsthand in how inclusivity has shaped societies and I believe in turn, fostered the growth of UK businesses.
Earlier on in my career, I often faced challenges due to my background and nationality. I struggled to be taken seriously and felt my opinions were not valued due to my upbringing and my different viewpoints. On one occasion, I was told that I didn’t deserve my job as a UK citizen, and I should return to my home country as that’s where I belong.
23 years on, I can see the changes in my society and the impact of inclusion for the better. I am truly grateful for all my past experiences and the lessons I learnt along the way. I firmly believe in the importance of creating an inclusive environment where everyone has an equal opportunity to succeed.
Honestly, I have seen massive changes in inclusivity throughout my career. I have seen many people in professional settings slowly start to become more considerate of other people and make space for all people’s thoughts and contributions.
Throughout my career, I’ve witnessed significant changes in inclusivity that have impacted how I work and interact with others. Early in my career, I may have experienced environments where diversity and inclusion were not prioritized, leading to feelings of isolation.
However, as awareness and understanding of inclusivity have evolved, I’ve seen positive changes take place. Companies and organizations have increasingly recognized the importance of creating inclusive cultures where all individuals feel valued and respected regardless of their background or identity.
Personally, I’ve experienced the benefits of working in more inclusive environments where diverse perspectives are not only welcomed but actively sought out. This shift has led to greater collaboration, creativity, and innovation in the workplace.
I’ve also observed changes in policies and practices aimed at promoting inclusivity, such as diversity training programs and inclusive hiring practices. These efforts have helped to foster a more supportive and equitable workplace culture where everyone has the opportunity to thrive.
Overall, my experience with inclusivity throughout my career has been one of positive change and progress, and I remain committed to advocating for and promoting inclusivity in all aspects of my work and interactions with others.
I’ve recently learned to love Facebook Working Mom Groups. As a new mom who’s also working full time, I am inspired and motivated by the online mom community – and hearing the different ways everyone finds balance. It is a great platform for moms to feel included vs alone in the chaotic journey of motherhood. Hearing everyone’s daily struggles & personal wins makes me feel like I am part of a bigger community I can turn to for anything without feeling judged. I also love being able to share helpful tips and stories to help a fellow mom when I can!
In a world that is not always kind to those who are different, it is so important to show up for one another when we can. Some of my closest friends are beautiful examples because they inspire inclusion every day. The love and acceptance they show towards themselves and the people around them is truly inspiring and makes you appreciate the beauty that’s in everyone around you.
“In a world that is not always kind to those who are different, it is so important to show up for one another when we can.”We see much more diversity by brands these days, from Plus-Size models to Down Syndrome Barbie to Barbie dolls honouring women who work in traditionally male-dominated areas (STEM subjects) like the Covid Vaccine Scientist Prof Dame Sarah Gilbert.
“I am passionate about inspiring the next generation of girls into STEM careers and hope that children who see my Barbie will realise how vital careers in science are to help the world around us.”
– Professor Dame Sarah Gilbert, Coronavirus Vaccine Scientist.
Companies (and their brands) need to continually challenge themselves to ensure that they are being reflective of a diverse society – not conforming to stereotypical norms, but rather, challenging those norms and pushing boundaries, whether that be on social media or in the products they create.
Companies and individuals can be more inclusive when posting on social media by ensuring a wide range of content to talk about our diverse community of employees, brands and consumers. This will engage with a diverse audience and get our story out to more people.
Digital media creates an even playing field for all – it’s equal by its very nature. Exposure isn’t so much a function of budget in the digital landscape and allows those who previously didn’t have a voice to be heard.
“I think technology definitely helps with inclusivity and remote work has proved that we can push back on the potential arguments for not being inclusive. Before Covid, many organisations “could not” have a remote worker; now, hybrid working is the new norm and we’re all better for it.”The adoption of new technology coupled with the ability to work remotely hugely liberates individuals who were previously hampered by geography or issues in attending the bricks and mortar workplace. As well as being a benefit to individuals, this greatly opens up the pool of people available to a business. A true ‘win-win’ for all!
Employee training is one of the key ways that technology is used within Ceuta, including hosting Equality, Diversity & Inclusion courses, so all employees can help people better understand bias and changes they can make that will make all feel welcome in the workplace.
We also host various online training opportunities meaning all employees are offered the same opportunities for personal development. Enabling employees to partake in training activities at their own pace from any location. Being able to track employee training and development also supports with internal recruitment opportunities.
Another example of technology influencing the workforce is communication. Communication has always been a factor raised in every company I have worked within. Technology gives us more forms of direct communication, either via email, instant messages or an internal platform, such as People First.
However, what this does do is limit personal interactions. People no longer pick up the phone or leave their desk to go and see someone sat on the same floor as them. Remote working has had its benefits as well as its disadvantages not being in the office means that contact with colleagues is limited and this restricts sharing and learning opportunities.
I think technology definitely helps with inclusivity and remote work has proved that we can push back on the potential arguments for not being inclusive. Before Covid, many organisations “could not” have a remote worker; now, hybrid working is the new norm and we’re all better for it. I learnt recently from a friend who has dyslexia how the reader tool on her phone helps her in her everyday tasks, while she is holding a senior position in her organisation.
Part of my role at Ceuta is involved with Amazon content, which I am very passionate about. As a team, I believe it is our role to ensure the content we provide is relatable for every audience, not just the “perfect” stereotypes we are influenced by on a day-to-day basis. The marketing world has become a much bigger space for us to experiment and create new norms, be bold, and promote inclusivity to ALL audiences we may encounter. This is an amazing world to be a part of and promote a shift in the standard practices we follow.
Personally, I believe I subconsciously practice inclusivity daily. As a keen gym goer, I believe that we have a very inclusive community of people that’s been built up. It’s the smallest of gestures to some, but by smiling or making conversation with the other “regulars” in the gym, no matter their age, gender, race, ability etc… it has become a very inclusive and enjoyable space to be in and a community I am very proud to be a part of on a daily basis!
The internal Standout Stand Proud campaign led by Kostas (1HQ NL) is being shortlisted for a Transform Award Europe for 2024; they typically award these nominations to brands/brand work. The campaign resulted in an extensive representation of diversity and freedom, endorsing love, and understanding through an impressive and vulnerable share of conversations from both members of the LGBTQIA + community and beyond.
At my son’s school, they celebrate pupils from different cultural backgrounds by introducing a themed day. Teachers plan their lessons around each topic and students are encouraged to research and share their learnings/ask questions. I see this as a great example of educating the younger generation about diversity and inclusion.
“Social media provides a space for individuals to share their stories, perspectives, and experiences that may have been underrepresented in mainstream media. (…) Social media drives initiatives that promote diversity, equity, and inclusion. It can be a powerful tool for raising awareness about discrimination and inequality, sparking conversations, and mobilising collective action for positive change.”As an ex-football player, but now a FA qualified coach and a referee, the number of women and girls now playing football versus five, ten, and twenty years ago is super impressive. One of the teams I coach is mixed, and it really is, with a fairly equal mix of girls and boys. At the weekend, I refereed a match in the Surrey Country Women and Girls Premier League and the quality was super. Fair play to the FA, and Sport in general, for getting more Girls/Women into what would have been traditionally viewed as a man’s sport, certainly in terms of participation – still more to be done though!
Yes, In Ireland, Network Ireland is a progressive and dynamic organisation supporting the professional and personal development of women in business. I have been privileged to attend their networking event, which allows you an opportunity to learn and grow your network in a supportive environment.
Social media provides a space for individuals to share their stories, perspectives, and experiences that may have been underrepresented in mainstream media. It allows people with shared identities or interests to connect and provide support to one another and it fosters a sense of belonging and inclusion for individuals who may feel isolated in their offline environments.
Social media drives initiatives that promote diversity, equity, and inclusion. It can be a powerful tool for raising awareness about discrimination and inequality, sparking conversations, and mobilising collective action for positive change. It also shares diverse representations and narratives that counter dominant narratives and promote empathy and understanding.
I think in recent years, social media has done a lot to promote inclusivity, creating access for people to connect, share, and learn with others at record speeds. Most people are very welcoming and happy to make connections with others. So, I like to focus on that side of social media and the positivity it can have if you care to look for it.
Develop your self-confidence and be authentic. You have to believe in yourself and your abilities as a leader. Be able to recognise your strengths and unique perspectives and leverage them to drive positive change and foster inclusivity within your team and organisation. Make sure that you stay true to your values as you lead. I have learned that leading by example and being authentic builds trust and credibility with your team members and enables you to connect on a deeper level, fostering a more inclusive and supportive work environment.
You also have to be resilient! I’ve had many setbacks over the years. But I’ve never let that discourage me. I’ve learnt from both the good and the bad experiences and used them as opportunities for growth and personal development.
Have confidence, but be willing to compromise! As a people manager of three very professional and hugely competent women, I encourage them to be confident in their area of expertise and to own it. However, success also needs a willingness to compromise to ensure mutually beneficial solutions and outcomes.
“I am a big believer in finding opportunities for all people to have an equal input in the decision making of any project delivery. With the corporate world running at an ever increasing pace, these opportunities are often missed due to perceived and often avoidable time pressures.”I am a big believer in finding opportunities for all people to have an equal input in the decision making of any project delivery. With the corporate world running at an ever increasing pace, these opportunities are often missed due to perceived and often avoidable time pressures.
A fundamental way of allowing this breadth of team input is through the consistent running of inclusive meetings, where everyone has an equal voice, to allow for divergent thinking before the team converge on an aligned final decision/next step. This would require ensuring the attendee list of the meeting covers a diverse range of points of view, providing clear agendas in advance to allow people to prepare in a way that works best for them, and by adopting a zero tolerance approach to any interruptions/interjections.
I would encourage everyone to assess how they run their own meetings, to seek approaches that would allow those that historically attend their meetings, yet whom consistently provide little input, to be provided the opportunity to contribute their thoughts and ideas, too. There is a very good chance that their input will positively shape the decisions made by the entire team thereafter.
I would love to sample cuisines from different parts of the world. Maybe a special dish from the local town where different people grew up and an opportunity to get to know their upbringing better.
I would like to see women’s voices being heard! Whilst others in the workplace might not agree with your point of view, it is important that your voice is heard and that your contribution is valued.
“At Ceuta Group, inclusion and diversity are at the heart of who we are. As we celebrate International Women’s Day, we want to highlight our ongoing commitment to creating an inclusive environment. By embracing the diverse perspectives, skills, and experiences within our Group, we not only better serve our clients but also nurture a culture of equality and progress. We’re dedicated to continuously improving our diversity efforts to ensure that everyone feels a true sense of belonging and support.”Fostering an inclusive workplace and society is an ongoing journey. We’ve heard a variety of perspectives but a common thread runs through them: inclusivity is all about highlighting the importance of belonging, valuing diverse voices, and promoting fairness.
Leadership, both individual and organisational, plays a crucial role in driving inclusivity. Those of us in leadership positions must lead by example and embrace diversity. Only with a true divergence of people and perspectives can brands and businesses innovate and thrive in the evolving commercial landscape.
In the digital age, technology and social media are also instrumental in inspiring inclusivity by amplifying diverse voices from across the globe and break down barriers. Here’s to a future of inclusivity, empowerment, and progress for all.
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