Lloyd’s chief urges bosses to “protect victims of prejudice” at work, at Odgers Berndtson event
Over 100 leaders of business and sports organisations attending the dinner in London will hear the first woman to run London’s principal insurer call for culture change to become a “business priority” - and recognise the human and organisational costs of failing to tackle prejudice.
“We should be ashamed that in 2017 people feel they can’t be themselves at work,” Beale (pictured) said. “It’s incumbent on all leaders, in sport, business, anywhere, to create environments in which employees feel supported when they ‘bring their whole selves to work’. The buck stops at the top.”
“Embedding a more inclusive mindset into organisations is a massive challenge, and leaders who have struggled themselves can be especially powerful agents of change.”
Recalling her early career, Beale said it was unrealistic to expect people to perform well if they don’t feel respected and valued for their contribution and their difference. “I am at the top of the insurance profession now but it nearly lost me in my twenties, after an incident at my then employer,” she said. “It made me understand that those who behave badly should be aware of how the affected person feels.
“When I became Lloyd’s first female CEO in its 330-year history nearly four years ago, I faced a challenge.
“I inherited a venerable institution steeped in charming or anachronistic tradition, depending on your perspective, and that lacked real diversity. We’ve since put in place a talent strategy modernising our whole approach, and the response so far has been terrific.”
Simon Cummins, head of Odgers Berndtson’s global sports practice, said the firm actively works with all clients towards greater diversity and inclusion: “There are particular challenges in some sectors but, by taking a lateral and global approach to talent, and applying best practice, there are many ways we can help.”
The government has imposed more rigorous expectations on companies to develop talented women as they progress into executive roles. This followed a review by Hampton-Alexander, reporting on its first-year next month. Other new requirements oblige organisations to make public the pay of senior men and women in comparable roles.
This tougher regime, particularly focused on progress for women, comes 20 years after the first woman was appointed chief executive of a FTSE100 company in 1997. The latest Odgers Berndtson Corporate Leadership Barometer, “Diversity: The 20-Year Journey on Gender”, is a series of personal perspectives looking forward and back at this transition and its implications for wider diversity.