Role Models in Consumer Goods and Grocery

MBS Intelligence Role Models in Consumer Goods and Grocery

Conversations with industry leaders driving change or inspiring progress on diversity and inclusion in 2020 Forewords

ight across the business community, the last Last year, together with IGD and PwC, we This publication has been a truly inclusive Finally, a forever-indebted thank you to the year has been incredibly challenging. Putting launched a first-of-its-kind report into the state exercise that has encompassed all aspects role models themselves who gave up their food on the table and essentials in the hands of D&I within the consumer goods and grocery of diversity including gender, ethnicity, social precious time during a major crisis to share Rof consumers has never been more stretching for sector. The report demonstrated that there is mobility, nationality, sexual orientation, age their experiences. Whilst these individuals’ the consumer goods and grocery sector – but the still a long way to go to achieve diversity in the and disability. We are thrilled to share success experiences have been incredibly varied – and sector has proved resilient. At the forefront of the sector, finding that more than half of companies stories of leaders who reflect the full spectrum they represent businesses that are at very pandemic and all of its consequences – facing into did not have a coordinated diversity and of diversity that exists in the industry and the different stages in their own D&I journey – this disruption on a scale most of us have never seen inclusion strategy for example. However, the communities it serves. It has been a privilege is clearly a united community calling powerfully before in our lifetimes – companies, individuals level of engagement from business leaders was to spend the last few months listening to each and resoundingly for change. Those that enact and industry bodies have truly stepped up. hugely encouraging and the desire to want to of these role models’ phenomenal stories and that change will win and we hope to discover Indeed, doing the right thing has long been at move the dial was palpable. thought-provoking philosophies around D&I, this in future studies. leadership and the sector. The conversations the heart of our sector, as we have seen in the Researching that report, role modelling was way businesses have engaged with a host of have been invigorating, colourful and, at times, identified as one of the most successful tools heart-wrenching – but ultimately inspiring. Our societal and environmental issues over many for promoting D&I in the workplace. With this years. Diversity and inclusion, or inclusion and hope is that these stories will not only inspire in mind, we have identified over 70 role models us all to dial-up our focus on D&I, but also diversity as it’s increasingly becoming known, from the consumer goods and grocery sector, Huw Llewellyn-Waters is one such issue that is progressively being encourage the next generation of talent to enter Director, Consumer Goods with the view to demonstrate the breadth and this exciting and inclusive sector. viewed as business critical. depth of inspiring talent in the sector. These The MBS Group Initiatives such as the Hampton-Alexander role models were nominated and selected I would like to take this opportunity to thank Review and research on the positive impact of because of their inspiring leadership, their our partners, Susan Barratt, Sarah Baldock, a more diverse workforce and leadership team wider contribution to the sector or society, their Fiona Miller and the rest of the team at IGD from the likes of PwC and McKinsey continue to success as a mentor or sponsor of D&I issues for their continued partnership and support on provide impetus. Meanwhile, in 2020, consumer and their track record of supporting and publicly this critical issue. Thanks also to my colleagues, pressure, the Black Lives Matter movement and committing to D&I initiatives. In a difficult year, Moira Benigson, Elliott Goldstein and Scarlett the inequitable impact of Covid-19 on people’s they are also leaders who have shown strength Mayne for picking up the baton for several of lives and livelihoods have served as acute during the Covid-19 pandemic. these conversations, to the team who have reminders of why it really matters. pulled the report together, Simon More, Imogen Sewell and James Wardlaw, and a special tribute to Olga Gargan, whose dedication to the project has been instrumental.

2 FOREWORD / HUW LLEWELLYN-WATERS 3 he challenges of 2020 have been well Specifically, we identified a gap in some In October this year IGD also conducted a Diversity and inclusion is a long-term journey. documented, and the fallout from the organisations in our industry, who were survey to check on progress one year on from To accelerate it we must embrace it in all parts pandemic and its subsequent economic committed to the challenge but were unsure our first report. We found that: of our organisations, and tackle it in a multi- Tand societal impacts will continue to be felt in how to start making a change towards building dimensional way. the years ahead. an inclusive and diverse organisation. • 30% of businesses had a plan on D&I and were sprinting ahead We will continue our collaboration with MBS and All organisations and individuals are reflecting IGD are delighted to be involved in this PwC on diversity and inclusion in 2021. We will and acting upon what that means for them, and inspiring and comprehensive report, • 25% were new to embracing the challenge, encourage a continuous conversation, support how they, and their organisations, can continue championing role models in the consumer but with the pandemic as the catalyst, were organisations as best we can and plan further to thrive in the world we are facing into. There is goods and grocery industry. up and running and making good progress interventions through the coming year. plenty of evidence to suggest that an inclusive 45% were still on the starting blocks and and diverse organisation will help organisations Working collaboratively, sharing learnings and •  Good luck with your own journeys on this critical unsure how to start on this journey, and prosper. Inclusion helps drive a community spirit, best practice can only advance progress in this topic and I hope that you are inspired by these a feeling of social cohesion, and it helps foster area. The personal stories and observations • The first reason quoted for lack of progress conversations. talent and enable individuals to be the best and are insightful and will be helpful in inspiring was “other priorities”, the second reason most authentic version of themselves. It also individuals, leaders, and businesses to embrace was “no role models” to drive diversity. drives creative thinking and healthy challenge the challenge. Individuals are often inspired by from individuals who see and feel things in an people they understand, people they can relate We are sure this work will add value, we need alternative way. to and people like them: it helps them imagine to do more, and we are committed to trying what they could be and what they could achieve. to help businesses share practical ideas that Susan Barratt Last year, together with MBS and PwC we will help them find the right path through this CEO, IGD launched our report into diversity in consumer complex topic. We are determined to make sure goods and grocery. We were encouraged by the we keep the conversation going. level of engagement by business leaders. The report demonstrated that the industry was on the journey but had some way to go.

4 FOREWORD / SUSAN BARRATT 5 What does great leadership What do you love most about What are the challenges in mean to you? the food and grocery sector? preventing further progress around D&I? It’s all about servant leadership. It’s just so dynamic and All of my success has come challenging, isn’t it? People are We talk a lot about unconscious because I’ve been surrounded always going to want to buy bias, and I’m delighted that, at Sally by brilliant people. I’ve either food, aren’t they? I guess our Weetabix, every time we’ve done been lucky to fall into a job with challenge is how. Regardless of an assessment of our inclusion a great team, or I have created what category you’re in, what and diversity approach, we haven’t Abbott a team of brilliant people. brands you’ve got, whether you’re seen any major issues. Nobody’s Stepping out of my functional a private label business or not, actively feeling like they’re being Sally is Managing Director, Weetabix specialism of marketing and into a retailer or manufacturer, we’re segregated or excluded. The risk the generalist role of managing all fighting to win the consumer’s is that there is an unconscious director has been an amazing choice. So it’s always exciting to bias affecting how we behave, learning experience. I am nowhere try and figure out how we can win and how we might look for “like” near experienced enough to that battle. rather than celebrate the fact that do the roles that my team do, we’re different. perhaps with the exception of the What are the main benefits marketing director, and even she’s of having a diverse and Have you noticed different doing it better than I did! So, the inclusive workforce? ownership structures influence only way I can succeed is to help the business’s thinking around Fundamentally, it comes down to inclusivity? my team and their teams be the commercial success, if I’m honest. best that they can. You know, it’s good business sense We’re more vocal about inclusion What challenges have you to have the best people working now, for sure. Whether it’s the era I was a languages student at I started out at Unilever on its The braver you are, learnt from? in your company if you want to we’re in or the ownership structure university, and I had no clue graduate training scheme, which get the best business results. And we’re in, I’m not sure. Inclusivity what I wanted to do with my served me very well as somebody and the further out One of the biggest challenges the best people can be from any isn’t a debate we would have had career. My father ran a factory, who was very naïve to the world of was taking the cross-functional background, of any type, of any 10 years ago. That said, whilst I but he was in the aeronautical business. It helped me understand you are prepared to step from marketing into sales. style. Of course, there’s gender, was the first female director in the industry and that was of no the basics and taught me skills, go, the more you And I would urge anybody in age, ethnic background etc, but company, I don’t think that was interest to me. I came into the both in terms of the functional skill their career to try that, because there’s also personality type, and a “thing” even in 2008, nobody grocery industry through the milk of working in business and also learn about yourself suddenly, you can’t do the job leadership style. was surprised by that. I think we round at university. Unilever had a the softer side of how a business yourself and you have to do the talk about it more now because stand and I was drawn to the fact all hangs together. job through others. And that’s we’re more conscious of it, more that I recognised the brands they I then moved to Kraft Foods, a really great grounding for exposed to companies who get had on display. where I spent many years in somebody who is going to go it wrong. various different roles. As a on to bigger leadership roles. marketing person, I spent a You just can’t get your arms If you hadn’t have trodden couple of years working in the around everything. You learn to this path, what else would sales team, which was a great build a team, to trust others and you have done? move for me – a bit scary at the to challenge and support other If I wasn’t in this job today, I think time, but a really good move just people to deliver. to see the business through a I would be applying for this job today. Honestly. It suits my style. different lens. What advice would share with What I really like is the excitement, the next generation of leaders? After 14 years at Kraft, the role the challenge, the setbacks, that I had moved to Zurich, Push yourself a little bit out of the battles to deliver results, and we didn’t want to relocate your comfort zone. The braver the challenge of working with as a family, so I jumped ship you are, and the further out you hundreds of fantastically different and ended up at Weetabix as are prepared to go, the more you people. I wouldn’t change it for marketing director. And then, learn about yourself and the more the world! three years ago, they invited me you learn about your future career. to step up into the managing director role, which is where I sit today.

6 INTERVIEW / SALLY ABBOTT 7 up. I went to North America, I think that was a turning point The said, the developed world Argentina, made the move to for me, because I started being seems to have evolved more in General Management going to more intentional about going areas like openness, transparency Costa Rica, Australia, and now UK. beyond leading the business and and trust. And when trust is in driving winning results, but also place, it gives as far more space I’m married with three kids, have about connecting to people, for collaboration. Luciana best friends around the world and understanding their dreams, fell grateful for a fulfilling personal understanding their potential. Other parts of the world have and professional life – so I’m a firm As time goes on, it becomes other qualities and challenges. Abreu believer that we can have it all. less about what I do, it’s about Latin America for example, is very Why should women need to trade the space I open up for others creative and resilient, but also Luciana is Group General Manager off precious things like a family to to come and realise their own hierarchy and male dominance Northern Europe, UK and Scandinavia, have a career? I could not have potential. And that has been my is far more apparent. I lost count predicted my journey, and I think of the situations when I was the SC Johnson leadership style helping people in many ways I outpaced my most to unleash their potential and only woman in the room, or auspicious expectations. achieving winning results. where there were attempts to underestimating me – which I How important were role What would you say to your learnt to turn into a strength, or models in your development younger self just starting out in even have some fun with. and journey? the industry? If you could have done anything I think they were absolutely Own your life. Own your destiny. else, what would it be? critical. A few common themes Dream, thank, work, enjoy. The from my role models were the effort to dream small or dream big I could not be a singer, I’m a importance of values, standing up terrible singer. I’m Brazilian. I was born in Rio de she was mine. I am so incredibly Then a former Coca-Cola leader is the same. Make your choices for themselves, the power of trust Janeiro, which is a wonderful city. grateful for the way she expressed invited me to shape and lead one and then put your thoughts, and I feel lucky some of them saw I would say this: the idea of My family had deep traditional her unconditional love and of the largest privately funded your words and your actions into something in me, before I saw or building a better world for future roots but my parents were very trust, and the way she believed social programs in the largest bringing those dreams to life. believed myself. generations moves me. I think young when I was born, and that extra love would create a telecommunications company I’d like to do something linked When it comes to diversity and although for some they were not reservoir of strength to face and in the country. And I made the In SC Johnson, I met one of to people development and inclusion, is the UK different to ready, there were no generational thrive in life. She was my second move inspired by the dream of my professional role models, entrepreneurship, as it provides other markets that you’ve led in? gap and they had a progressive role model. making a positive difference in Ana Dominguez, who was the the opportunity for agility and mindset what was highly thousands of people’s lives. It Marketing Director at the time. Each market has its own qualities. risk-taking, which I love. I went to Uni at 17 and concluded influential in my life. They always was a rewarding experience. I saw someone that I could I find UK absolutely fascinating. my MBA in marketing at 23. At talked about the importance of aspire to. She was a happy and Here, there’s a real power in 18, I started working at Coca- standing up for who I am and for successful woman. She had a dialogue – people can agree or Cola. It was a full-time internship what I believe in, and that was happy marriage, she had kids, disagree but welcome the debate. followed by university at night. Why should women incredibly empowering. she had friends, had a big job, I find a willingness to embrace or I was all about learning, being had a social life, she had dreams at least to respect the difference. My mother has a pioneering spirit independent and making my own need to trade off and plans. And she just flowed and took a role in the North of choices, and I do believe that free precious things like naturally through all of that, the country, part of the Amazonia will is the ultimate gift we have. enjoying life. that offered me an unorthodox I encourage us all to make wise a family to have a childhood... spending time choices and work hard to bring it career? What does great leadership hacking down trees and keeping to life. mean to you? monkeys as pets. Seeing my mother having the courage to I worked at Coca-Cola for It’s about inspiring and unleashing seek her dreams made her my eight years, starting in finance, A new opportunity came up and potential. It’s also about guiding first role model. strategic planning, until I reached SC Johnson invited me to join. and supporting. When questioning marketing, which was my dream And after 17 years, six countries, myself about different paths to I went to live with my at that time, and where I invested four continents and countless better help people in need, an Grandmother, which meant a most of my career. fantastic people and experiences, inspiring coach from CCL once switch from a progressive to a here I am. I started in Brazil, and told me, “Hey, do you realise that classical mindset. People say then the opportunities opened you touch so many people’s lives ‘every child deserves a champion’, from where you are?”

8 INTERVIEW / LUCIANA ABREU 9 And how do you personally role model an inclusive leadership style? I think everyone has the opportunity to make the world a Natasha bit more inclusive. If I think about my day job, empathy and curiosity are two important things that I Adams make sure are part of my style. Natasha is Chief People Officer, Tesco It’s super important that we are curious about others, about the lives they lead, the opinions they have, and the perspective they can bring to relationships, problems, and business needs. What career advice would you Have you had any mentors? I’m very deliberate about how I give to your younger self? spend my time and where I spend I’ve been very lucky. I’ve had a my time, and I’ve never forgotten Grab every opportunity that’s very strong mentor for most of my some of the brilliant people I’ve offered to you and go for it. I did, career and then I’ve had mentors worked with. I try to incorporate and Tesco and retail afforded me with the support of Tesco, in that as a role model and as that amazing career. The advice the big moments of my career a leader. I would give on top of it is to be where I’ve made big transitions. I started in a store in Twickenham, Why is a diverse and inclusive more confident to be yourself When I moved into the job that I and I’ve now been with Tesco for workforce so important to you? through your journey. currently do – it’s a massive step 23 years. I have worked across When I came to the UK, I spoke up, it’s a huge responsibility – I store operations and people Do you think in any way you differently to all of the other What’s important had a mentor who quite frankly I for most of my career, from the were disadvantaged being people that I met. I used different consider a rock star, I feel lucky to shop floor to the position that I a woman? terminology for things in school to me is feeling like I have had that support. hold today. and felt very different, and was I have never felt disadvantaged belong, and helping What do you find most made to feel like an outsider. at Tesco. I feel very fortunate, My career has taken me all over rewarding in your job? the UK. I’ve thoroughly enjoyed Not for long, because children others feel like and that’s why I feel incredibly the mix of working in people are resilient, but I felt in those they belong motivated about affording others I get so much energy from the in HR, but also broadening my moments like I didn’t fit. They the opportunities that I have had. opportunities that retail brings, experience in operations. I was were very defining moments. and the dramatic impact it has Has the culture at Tesco I was born in Ireland. I’m one the Customer Service Director What’s important to me is feeling on people’s lives. Retail affords What are you doing to changed as new leadership has of seven children, and I came for the UK and Ireland for a like I belong, and helping others opportunity to everyone, from the encourage a more diverse come in? to England in the early ‘80s in couple of years, and then I was feel like they belong. shop floor employee with their workforce? order for my parents to secure an Operations Director, running first permanent job and income, I am incredibly proud to work for Absolutely, it has changed work. My parents have retired our support centre for a couple to the 20-year-old girl from Ireland Tesco. And one of the reasons is I am very, very proud that our dramatically. I think that the back to Ireland, and I consider of years, as well as my HR role. I who started in Twickenham and is that no matter where you go, no stores reflect the communities that organisation we have now is very Ireland home. am 43, I am married to Greig and now of the ExCo of Tesco. matter what store you go into in they serve. We work continuously culturally inclusive. We’ve worked I have two bonus sons who are to make sure that we are incredibly hard for it to be much I embarked on university and Tesco, we reflect the community I just think that that’s amazing, 18 and 21 (they’re my stepsons). attracting, retaining, motivating more welcoming and much less wanted to be a schoolteacher, but we serve and that’s powerful for and being able to help create And I’ve got two little girls that and developing the diversity of hierarchical. It’s an organisation very quickly realised that I didn’t me. What I’ve found in the retail those types of opportunities for are eight and six. the workforce that we have. now where being yourself is particularly like university life or industry and in Tesco is a place our colleagues, week in, week valued and celebrated. Although I teaching. So rather than carry on where I belong – and others out, is the most rewarding part Where I feel we have much more know we’ve made progress, there for three more years, I made the belong, too. of my job. to do is making sure the diversity is also lots more to do. decision to join retail. of our workforce is reflected in If you weren’t doing this job, the whole workforce, and in the what would you be doing? leadership of the organisation. I think I’d be a teacher.

10 INTERVIEW / NATASHA ADAMS 11 screw up. I can relate to that – I Tell us about the disability What do you like most about think we all can! Our son, James, network you chair at Unilever. what you do? was born with a hand missing and The vision of the Enable@Unilever I’m a passionate foodie, I love to I remember when he was a baby, network – for employees with cook, we have a family allotment we were at a friend’s house and disabilities and allies – is to enable — I love the connection that one of the children came up and employees with disability to thrive. growing your own creates to Joanna asked why didn’t James have two Unilever has made a commitment food culture. hands. The parent was horrified to have 5% of our workforce and probably pretty embarrassed represented by employees with And no matter how small Allen – and I insisted that it was fine, a contribution I make, the disabilities by 2025 and the enable indeed good, for the child to network plays an important role businesses that I lead can make Joanna is CEO, Graze ask. Everyone is different and not focused on creating awareness a positive impact on making everyone will be so comfortable of the experiences of employees the food system better. graze is openly discussing a disability but with disability and visibility of the an amazing food business with by taking this approach we’ve support, workplace adjustments enormous potential — a crazy, found that James has approached and learning available for disabled eclectic and incredibly welcoming it with that same level of employees, line managers and bunch of people who work super, confidence and it’s a conversation site leaders. Ultimately, we super hard and know how to have he’s really willing to have. want to make Unilever more a lot of fun in the process. ‘disability confident’. It’s a much more positive for us Have there been any books that to be engaging in a conversation have inspired you? than not – in our teams, as a Have you learnt from any company, across the food and challenges during your career? I’m a committed reader, reading I began my career in food at How important have role models What do you think the benefits grocery industry. I believe it’s The experiences where you grow at least one book a month – I Tate & Lyle, before moving into a been to you in your career? are of having a diverse and important to start with self- the most are those ones where love the depth that you can get series of marketing & commercial inclusive workforce? into with a book. Looking for a Incredibly, they present you with awareness. One of the first things you put yourself onto a really leadership roles at Coca-Cola and recommendation – check out a reference point for what is The business case is well proven I did when I joined graze as steep learning curve. Moving into then Unilever, leading Hellmann’s. Lost Connections by Johann Har, achievable and for the role they by the WEF – diverse and CEO was to set up a D&I squad. a customer leadership role at I’ve been lucky enough to have which is all around depression – play in terms of mentoring you as inclusive organisations are more We’ve started by understanding Coca-Cola working with Burger some amazing experiences – something we can all benefit from a talent. It can be really powerful innovation and realise greater how diverse and inclusive we King was incredibly challenging, living in Atlanta for seven years as being more informed about. when you benefit from the impact. And in my mind, with a are as a company, because only demanding that I materially part of the global marketing team perspective that the experiences diverse and inclusive organisation, then can you really commit to shifted how I assess business on Coca-Cola and transforming If you hadn’t have trodden you’re going through are not so you naturally end up serving the making real progress. opportunities. Hellmann’s into a contemporary this path, what else would unique that someone has tackled consumers that are buying into and purposeful brand just at And the leadership position you have done? them before. your brand better. the time when food culture was I took on Hellmann’s – I was I considered a degree in starting to boom. Today, I’m Do you take an active role It’s too easy to design for yourself, brought in to challenge Journalism, in the end Modern immensely proud to be a female in trying to be a role model rather than designing for the conventions on innovation and History at LSE trumped it. And CEO at a tech-driven food for others? wider base of people that you’re to rapidly transform the growth I trained as a hippotherapist — business. The opportunity at graze serving. graze is very much at momentum of the business. equine therapy for people with demanded that I demonstrate Yes – I’ve got a really good cohort the beginning of its D&I journey, special needs — and volunteered What advice would you give myself as a commercial leader of mentees, and I feel really which is exciting, because there’s as an instructor for three years to the next generation? as much as a senior marketeer grateful for that – hearing about tons we can do. It’s been amazing working with children in the – it compounded for me the the challenges they’re facing, or to see how much appetite there Put yourself into different cultures, US, which was one of the most importance of having an open how they’re thinking about their is in the company to be a more because you both learn about rewarding things I’ve done in life. mind when looking at talent, careers. It’s a great insight into the diverse and inclusive organisation. the environments where you without holding assumptions talent that you’re leading. thrive and learn where you can about someone’s skillset. What do you see as the major As I reflect on the question, it contribute most. Always explore challenges preventing progress raises in my mind how diverse that the less conventional paths — on D&I within food and grocery? mentee base is and what can you breadth of experience is often do to make sure you’re investing People find it a difficult undervalued — and say yes at your time with a wide range conversation to have, in many least once or twice in your career of talent. cases because they don’t want to to what seems like a crazy idea.

12 INTERVIEW / JOANNA ALLEN 13 things differently or try things out. My concern is that we will still need Chief Diversity Officers in 20 years unless we embrace this and make it part if the DNA of decision making. It happened Kate with Health and Safety, is well underway with Sustainability, so Allum hopefully D&I will be the same. What do you think the main Kate is NED, Cranswick plc; challenges and hurdles are that Stock Spirits Group; SIG plc, prevent progress? What challenges have you In terms of progressive thinking, personally learnt the most from? what companies or individuals and Origin Enterprises plc Attitude. We can talk a lot about do you admire for what they The greatest challenge, and I think understanding what D&I means, are doing? but have we really seen the the greatest benefit, was learning benefit of it? I’m being critical how to work in a multicultural Any company that is really of some male colleagues here: I environment. It teaches you tackling the ESG agenda has my think for those men who have sat how to really listen and be more admiration. Across all sectors in the same meeting rooms with careful and thoughtful in your there are great examples where the same profile of people for communications. business really has made a years don’t necessarily see the difference. As far as Covid is benefit D&I can bring. What is the most rewarding part concerned, I think Tesco and of what you do now? Co-op have done an excellent My story’s a slightly unusual What do you think are the job in-store and in customer one. I’ve had a diverse career, key benefits from achieving How significant do you think Working with businesses from The businesses that communications. beginning in banking on a a diverse workforce? your role model/mentor was a people and environmental graduate recruitment scheme are successful are in your career? perspective. Perhaps you could From a management, leadership, Which books have inspired your with Lloyds, before moving into say the softer side of governance. and decision-making point of Very significant. Role models thinking in the way you lead? pet food manufacturing at Mars. the ones not afraid The businesses that are successful view, different perspectives are influence you and mentors are Not very many people move are the ones not afraid of showing The most influential one around critical – because the world of showing their critical because they test and from commercial banking to their softer side. leadership is Kouzes and Posner’s changes fast. You have to have stretch your thinking. Both add the pet food industry, so it was softer side The Leadership Challenge. I a breadth of experience to to your ambition to succeed and a pretty brave move from the What has Covid-19 taught you? also have an article that sits on understand your customer: what deliver and in the best cases, they guy at Mars who took me on. I my desk called ‘How to lead the do they want; how do they buy challenge what you want to be, Two things. The first is the moved from manufacturing to HR If I take the example of Cranswick, teams so they notice’. It was on things; how do they live their lives, not just what you want to do. realisation that when you spend at Mars, and continued in that the quality of people coming the back page of a magazine what matters to them? I don’t your life on Zoom calls, the field at OSI. I was technically HR through the graduate recruitment What does great leadership years ago, but I took a photocopy think you can fully understand informal communication falls away. Director there, but support from scheme and apprenticeships mean to you? and have it as a reminder. your supply chain – and I think I think what I’m missing, and what the organisation allowed me to provides great opportunities you’d struggle to fully understand Great leadership is when you I see other people are missing, is take on other major roles which for those individuals, but also a If you hadn’t trodden this path, your customer base across all get extraordinary things out of that chat over a cup of coffee – the was fantastic. From OSI, I moved great future for the business in what would you have done demographics – if you don’t have ordinary people. As part of my opportunity to just talk without to McDonald’s, where I was Head preserving the strength and depth otherwise as your career? those different perspectives. leadership style, I have always formality. I also believe that it’s of European Supply, and then of leadership and management. had a focus on the culture and important for people to have a I’d be an animal rights activist... became Chief Executive of First What advice would you give How have you seen businesses’ values of an organisation and for sense of community and belonging In my own way I already am! Milk Limited and then CeDo to the next generation of thinking around D&I change and me, one of those values is always in a business – it’s a key part of job Limited. Throughout this time, leaders entering the food evolve in recent years? around belief. I’ve always thought satisfaction. In this environment, I’ve really found sustainability to and grocery sector? that if you believe something is that is more difficult to achieve or be my point of difference – and I still think we’re a long way off possible and if we collectively put maintain and is starting to take today I’d be considered as a If you’re going to futureproof where we need to be. I think there our energy to it, we can and will its toll. sustainability expert. the sector, the most important are enlightened businesses and make it happen. thing is the calibre of people individuals who are focused on coming through. this because they recognise the benefit and are prepared to do

14 INTERVIEW / KATE ALLUM 15 A benefit of inclusivity is that people will be more Ash prepared to take risks and make Amirahmadi decisions that drive Ash is Managing Director, performance Arla Foods UK

What are the benefits of having a strong diversity and inclusion strategy? Breakfast charity, which provides those things to succeed. Within A strong D&I agenda will benefit healthy school breakfasts to the industry, I’m impressed with businesses through sustained children at risk of hunger. Steve Murrells. I don’t know him performance – and in attracting well, but I’ve been watching his the best talent. We are not a What advice would you share career – you know, back to his diverse organisation by the basic with the next generation Tesco days. I think he’s done metrics, but Arla does have an coming into the sector? good stuff in the way he’s created interesting culture. However, I sales and marketing-type roles. as the leader of the business, I’d tell them that the food industry a strong team around him and feel that you have to be able to For a big chunk of my career, I is to be connected, and to feel is ripe, and is being disrupted: in the transformation Co-op has consider diversity in order to do thrived in that environment. Those connected to the business. It’s whether that’s the rise of plant gone through – and also when the inclusivity part. Inclusivity is commercial roles continued, been important to role model power or the ability to succeed he went on Twitter and showed an area that I’ve been working on: to start with at least, when I being accessible and to create an without being a scale player. It courage, and gave his opinion, how do I create an environment moved to Arla in 2004, but I organisation where people feel may seem like an industry that’s about the Black Lives Matter where not only are you made joined the leadership team in they can talk to those in senior really agricultural and not exciting movement. to feel welcome, but you get a 2010. I remember our CEO at positions, and where ideas can to young people, but there is proper seat at the table to share If you hadn’t trodden this path, the time probably only knew happen in an inclusive place. development, and changes in ideas? A benefit of inclusivity is what else would you have about 10 people in the business; technology, happening here that I’m also passionate about that people will be more prepared done with your career? he was very much a general in are engaging. I recently visited our mental health. For Mental Health to take risks and make decisions his labyrinth. innovation farm near Oxford and I should say I didn’t stumble into Awareness Week I made a video that drive performance. I used to have these fireside chats that was shown to everybody saw tech being developed to help this; it’s what I wanted. Not the I was born in Iran to an English with him, even though he was internally, about my journey with Since you’ve been leading the cattle contentment, production food industry in particular, but mother and an Iranian father. I quite hard on me, and I thought, mental health. I’ve done a lot of UK business what D&I changes and data analysis. being in business, doing this type had a fantastic first 10 years there “I don’t even report in to him.” It work trying to understand myself, have you noticed? of thing is what I wanted from Who have been your career before the revolution happened didn’t dawn on me till later that he and to grasp why I’m consistently a very young age. However, if I More ideas. To give you an role models? and my family and I moved to the wasn’t having fireside chats with trying to prove myself. The point could live my life again, I would example, in Denmark, where we’re UK. What came next was a classic many others. Then, one day, he of the video was to show the Hanne Søndergaard. She’s on like to think that I would be an established business, we’ve mixed-race, early 1980s-type called me in and said, “I want you head of the organisation talking the main board of Arla and brave enough to make choices just opened our second school. journey. I studied hard, went to on the leadership team. I want openly, to demonstrate to our is a remarkable woman. I’ve not based on commercial and Our first opened a few years ago the University of Nottingham you to look after the farmers.” team that mental health struggles always been ambitious and vocational reasons and follow and is a residential school for 11- where I got an engineering That was a game-changer are permissible, normal and not have assumed that sacrifices, or my passions. Which, when I was and 12-year-olds. They stay for a degree, and then joined because it got me to a place that, to be ashamed of. compromises, around your values younger, was a lot of creative week and learn good food habits. Unilever as a graduate. earlier in my career, I’d thought and integrity have to be made things, such as drawing and There’s quite a developed CSR- wasn’t accessible. when you get into senior roles. cooking. Two years ago, I started type of agenda in Denmark and I spent 11 years there, in a By seeing her get to such a high writing poetry and during the we’ve been talking about doing variety of positions, though it I see a thread there. I’ve been on level, I’ve actually learned that Covid-19 pandemic I’ve started something like it in the UK. We’re wasn’t until 1998 that I made the leadership team for 10 years you don’t have to compromise drawing again. the transition into commercial, and one of the key things to me, also involved with the Magic

16 INTERVIEW / ASH AMIRAHMADI 17 is still at Greene King. I hired field as much as I could be – and acumen and leadership skills get her because I thought she’d visible to and communicating well better, and trust me, when you’re be fantastic, which she was, with the ‘beating heart’ of the running a business those two skills and the belief that she would business… the frontline team. are what you need in buckets! bring a different dimension to a male dominated sector. I’ve What advice would you give to What does great leadership Rooney hired women all through my the next generation of food and mean to you? grocery sector leaders? career not because I was aware It means helping people achieve of a requirement to do so, but The business environment is the things they didn’t think they Anand because when I did, because they changing, so don’t follow the herd could. A while back, I was playing were the best candidate for the Rooney is Senior Independent or play by the rules. Don’t take the golf with a guy who reminded me job. Often, women don’t come at easy option and just follow others that when he was an Ops Director Director, Morrisons and Chair of things with their ego – they bring or ‘join the queue’, and these at Greene King I’d pushed him to Purity Soft Drinks, Away Resorts their brain to the problem and can days, instead of looking like a apply to become MD of one of be very practical about how to get and the charity WorldSkills UK maverick or a troublemaker, you’ll its divisions. I pushed him to go things done. Diversity is key – but look like one of the innovators or for it and to go London Business it should never trump merit. enlightened ones. School and now he’s now a CEO of his own business. Seeing and How do you role model in an What is the career challenge helping folks surpass their own inclusive leadership style? you’ve learned the most from? career aspirations is a big positive I see communication and visibility To start, I’d simply say that you from a career in business. as essential. The first is the most can’t achieve anything without If you hadn’t been in the food important because there’s no people wanting to follow you, and grocery business what I spent 14 years in the food and businesses: Purity Soft Drinks, and point being visible without finding listen to you, and challenge you. would you have done? grocery business and then 18 Away Resorts, which is a holiday The business out what’s on people’s minds. A lot of young executives are in years in pubs and brewing. parks business. I am a senior You need to encourage the a hurry and on a corporate fast I would have followed my advisor at the US private equity environment is questioning and feedback style track as I was when I was a young passions… and would have At the outset of my career, firm KKR, and I also chair a charity changing, so don’t of communication. With visibility, executive… but the real learning screwed them all up. I’d have I knew I wanted to go into called WorldSkills UK, which helps it’s about applying that to all parts comes from doing things and then either have been a failed guitarist, marketing and did a MBA at young people develop their skills follow the herd or of the business, and never being seeing and thinking about what failed tennis player or failed Aston Business School. During and to help them get employed. seen as someone who’s ‘sat in worked and what didn’t (especially restaurateur. Maybe I’d have my MBA placement with United play by the rules their bunker’. I found that in a the latter!) and checking in with made it as a restaurateur – but I Biscuits they wanted me to stay, Looking back, I wish I’d been able field-based organisation, such the relevant people around you – think I’d have lost a lot of money so I did… for nine years. I’ve to tell myself not to spend too as Greene King with 3,000 pubs, that way over time, your business along the way! been an operating executive for long in one role. It’s something I Why is a diverse and inclusive it was critical that I was in the most of my career and, latterly, a regret in hindsight. Even though workforce important to you? non-executive at Morrisons and I’ve always been an impatient It helps avoid group-think. The a couple of other NED roles. I person, the companies I worked most dangerous thing a group find the differences in those roles for would always give me of people can do when they are more manifest than I thought something else to do. I was at my work together is conclude too they’d be, but that’s the fun of a first company, United Biscuits, for quickly and all head off in the plural career and I’ve loved seeing nine years and stayed for five at same direction, as it may be the both sides of the fence. my second employer, Sara Lee – wrong direction. and then spent 18 years at Greene I still try to work like an executive King. Given a second chance, I When you were an executive, in terms of speed, pace and would have liked to have worked efficiency but I don’t want to what did you do to encourage a at more than three companies, more diverse workforce? be the guy ‘behind the wheel’ and to have experienced more anymore. I’m happy chairing and than three corporate cultures. I wanted to bring people into the advising, which is why my list of organisation with a contribution to roles now looks like this: I’m a make, irrespective of background. senior independent director on I hired the brewing industry’s first the Morrisons board, I’m chairman female marketing director back at two private equity backed in 2001, Sue Thomas-Taylor, who

18 INTERVIEW / ROONEY ANAND 19 opportunities for people from What advice would you give all backgrounds and not just the to future generations? old boy’s network. I firmly believe Take every opportunity, try there is a great deal of talent different projects at work. This which we can utilise but that is where you learn the best means not restricting ourselves experiences and, as tough as it Rachel to just the norm. may feel at that moment, you will get something from it. In addition, What are the main benefits of be like a sponge – absorb what Baldwin a more diverse workforce? you can from different people Rachel is Vice President – HR, For me, it’s about bringing in and opportunities. As much as I loved my four people with different ideas and Pilgrim’s Pride Ltd (formally Tulip Ltd) years in transport, as soon as I perspectives. We are a consumer came back into food sector, I business and our customers realised I’d missed it. Seeing a should reflect our workforce. It’s important to physical product and the care Our consumers are not all white, be yourself and and attention that goes into it middle-aged men who have is rewarding and motivating. I only ever worked in the meat not pretend to remember going to Ruskington, industry. Thinking about what the our snacking site, where we make consumer and relating it to our be something cocktail sausages and scotch eggs marketing is vital. Having that you’re not and being fascinated. I remember diverse insight in your business talking to an employee who found is really important. It is not as it odd because I was so curious I did a sports science degree, my first HR Director position within Sometime later an opportunity simple as a tick box exercise, a about the whole production team which reflects our society What do you think great something I was passionate three years. The Divisional MD at Arriva came up as HR Director process. But he also thought about. I didn’t really know what promoted me into the role which for the UK. The role covered their means we have the best of leadership means? it was brilliant that somebody what’s on offer. I wanted to do after university was a leap of faith by him and biggest two divisions which was was actually interested in the Two of our company values are and “fell” into a customer service huge opportunity for me. daunting and exciting at the same humility and sincerity, which reflect whole process and showing so Have you had role models, and role for a FMCG company to time. I had consciously looked for traits close to my heart. Actually, After three years in the Divisional much passion. how important have they been? start earning. Within six months something outside of the food showing that you care, having HR Director role, Dairy Crest was I had moved into personnel (as industry on purpose, to broaden Food is definitely where my My boss at Dairy Crest was empathy, is very important as a going through some challenging it was known then). I agreed my experiences and enjoy passion is. From a business point inspirational and a great leader. leader — it shows you can relate times and I was made redundant. to go back to university, to get new challenges. of view, the people and the He would challenge you and and understand others. Make At that time, my husband was my qualifications, including a opportunities you get to meet although it seemed hard at times, sure you listen to people and see extremely poorly but Dairy Crest In 2017, I started to look for my work-funded master’s degree. I and make are rewarding. he was there to guide you and things from their perspective, were amazing and supported me next opportunity and I saw a role progressed through a number of was supportive. He knew the but also know when to make which I will always be grateful for. with Tulip. roles and was given some fantastic What are the biggest challenges role you played within the senior tough decisions. experiences; every opportunity I in terms of D&I? team and the valued what that had I grabbed by the horns and In our industry, I think part of the you brought to the table. In the If you’d had a different career, had a go – a key to success. challenge is still that it’s a man’s first instance, we were all seen as what would you have done? business leaders and then we had world and some of the people My passion outside of work is After four and a half years, I our functional expertise within in senior roles have worked in sport. And I am in no doubt I knew I wanted to see how other which our opinions mattered. companies managed HR and the industry for many years. This would have been working within secured a role with Heinz. It was can at times prevent people It’s about seeing people who are a sport related industry if I was an amazing experience to be from looking at other individuals good leaders, who demonstrate not doing what I am now. In the on a site with more than 1,000 who might not have industry values which are important to past I’ve looked at considering employees. It was the role that experience but other valuable the business and challenge roles within governing bodies, pushed me to the next level. skills. Part of my role is to create others. But it’s also important to organising events and Sport opportunities for people who be yourself and not pretend to England. Since I was young sport After four years, I landed a new job do not simply slot in within the be something you’re not – letting has been a big part of my life and with Dairy Crest (now Saputo Dairy industry standard and look like a people know that we’re not still is. I would still like to follow UK), starting as a Regional HR safe option. I want to help break superhuman. this dream even as a side project. Manager and ultimately securing down those barriers and open

20 INTERVIEW / RACHEL BALDWIN 21 Over the years, who have your of our time. The climate crisis, We also initiated an excellent mentors been? the nature crisis and the crisis skills project with our South around the levelling-up agenda. African suppliers called Top of The person who had the most For many people, working for The Class, in partnership with impact on my career was a woman Sainsbury’s is the first job they the Department for International I worked for at Marks & Spencer, ever have on a Saturday or in the Development. We ran courses Linda Shepherd. She was a very Judith school holidays. Some of those for those working in our supply successful executive, and she people stay, potentially they have chain, focused around upskilling had two young children. When I the ability to become the next and improving Black economic worked for her I was expecting my Chief Exec or the next Director of empowerment in the farming and Batchelar twins, and I remember her saying Sainsbury’s Brands. And that is a food production sector. It was a to me, “If I can possibly help you great opportunity, but only if you great success: 91% of trainees Judith is Director of Sainsbury’s Brand, when you’ve had your children, can see those possibilities. I never were ‘more satisfied’ with their Sainsbury’s I’d love to, I missed my children even knew my job existed. When jobs, and 43% were promoted growing up because part time I was at school, I was just told, within 3 months of graduating. working wasn’t available when I “You’ll be a doctor, Judith” – and had my children” And I remember in hindsight that would have been If you weren’t doing this job, thinking that was an amazing a disaster. what would you be doing? thing to say, as many people would have said, “I never had that Oh crikey. Don’t know, I am Talk to us about diversity... support – why should you?” But curious about people and she was the complete opposite. Well, one of the challenges that things so it would have to be a She wanted to make things better we’re addressing in Sainsbury’s people centric role as I get a lot for other people. I worked three is around diversity and inclusion. of my energy from others. But, What was your pathway into Then I joined Bass as a days a week for five years until my I’m lucky that I have a lot of I also love the science, and the food and grocery? management trainee, and ended I hope that we can kids went to school, and in that women in my team. We do a lot actionable insights that evidence- up as training manager in Bass time I was promoted. I will forever to champion women, we do a based thinking brings to help I grew up in a family of teachers, for food and beverages. I loved attract and retain the be indebted to her. huge amount around diversity remedy the grand challenges apart from my grandparents, who that role because it combined and inclusion more broadly, and of our time. were bakers and shopkeepers. What do you think are the the teacher in me with the piece talent we need to we have a fabulous programme My mother, my grandmother biggest challenges in the around food and drink. solve of the biggest called “I am Me”, which is and my great grandmother were grocery sector around D&I? acknowledging, supporting all working mums. As a child, After that, I applied for a role as a and celebrating our differences crises of our time There are two problems at both I’d help my grandfather in the brand manager for Carling Black as individuals. ends of the spectrum. One is the bakery in the school holidays. Label, and the marketing manager pipeline of young people and the My job was to put the jam in the said, “Judith, great interview. I So I was recruited as an account careers they’re choosing. If I take doughnuts. I loved it – although have no doubt that you are the manager in sales and marketing, my particular discipline – food I was always putting too much best person for the job, but I can’t working with the most amazing science and technology – the jam in, if I’m honest! I thought my give this role to a woman because group of people. They were number of diverse graduates destiny was to be a doctor. I had it’s a bloke’s lager brand.” And all really smart, savvy and coming through is very small. a place at medical school, but I absolutely understood that intellectually challenging. It taught It’s a very homogenous cohort. didn’t get the grades and ended at the time, because it was the me two things: one is that I could We’ve got to do something about up studying medical biochemistry nature of the industry at that time. cope hanging out with really that, we’ve got to get out there instead. Part of that was nutrition. And so I went to work for Mars, clever people, and the other was and make it clear that a career I worked for a pharmaceutical I went through a panel process that you perform to the standards in our sector can be exciting. company in research, which I for a role in personnel, as it was around you. That has stuck with The second big challenge is the didn’t enjoy. Then my mother known then, and they said, “Really me forever, actually. lack of role models for these suggested I train as a teacher, but love to employ you Judith, but young people. I didn’t last long! you should be working in sales and marketing.” What’s your hope for food and grocery in five years’ time? I hope that we can attract and retain the talent that we need to solve some of the biggest crises

22 INTERVIEW / JUDITH BATCHELAR 23 against group-think. To me, the What career advice would you If you weren’t doing this essence of role modelling is about give to your younger self? job today, what would you remembering that group-think is be doing? Be kind to yourself and learn to not the only way. ask for help. I always thought I’ve always wanted to sit behind that whenever I had a problem a supermarket till. I’m not joking. What are you doing to or made a mistake, I had to I’ve always thought it was a Alessandra encourage a more diverse solve it by myself. Socialise fascinating job. That way, I’d see workplace, or workforce? the problem; get everyone what people buy. It’s almost like Bellini A watershed moment for us at else to pitch in and help! the closing of the sale. All my life’s Tesco was deciding to engage our work is in that act of scanning that Alessandra is Chief Customer Officer, exec colleagues more broadly, How important have role ice-cream or deodorant. so that our D&I strategy was models been to you? Tesco embedded and sponsored by I’ve discovered just how many every member of the executive. amazing women there are around It then became a broader, more the world, the more I work in important topic of business Being a little different D&I. I grew up in a business performance, as opposed to a where they used to say women passion project for one or two has always been a didn’t network. I’ve made a point people. I think that’s important of reaching out and making feature of my life because then the policies and friendships and building networks. measures become an owned and – and I’ve learnt to I have loads of business friends shared responsibility. now, women and men. love it I thought I was going to go to agency. It was described to me as What to you are the benefits What do you find most university, but straight out of an “experiment”, but it worked, of a diverse and inclusive rewarding in your job? high school I got a scholarship because I was at Unilever for 21 workforce? I love the fact that I work on in advertising at JWT in Milan years in various marketing roles. What I think makes people, simple products that seemingly – we’d call it an apprenticeship don’t matter; the everyday things I worked in Italy, but also in companies and countries richer now. I worked as a trainee and that when you add them up, make Central and Eastern Europe, and is different perspectives. It’s then I was offered a job working a big difference to people’s lives. in North America as well. At the important to have the ability to on our client account, De Beers. I I love selling soap and bananas… end of that wonderful time, my retain your identity as a person, as worked in advertising for 12 years, and deodorants and sandwiches. ex-boss from Unilever, Dave Lewis, a company, as a nation but, at the at several different agencies, When I’m out shopping, I like to asked me if I wanted to join Tesco. same time, be enriched by others across several countries. observe what’s in people’s baskets I joined three years ago – and who are part of it. The measures or what my friends have in their went back to the UK and into that we’ve called for at Tesco, I was born in Rome and brought cupboards when I go around for the retail industry. It’s my third make for a better workplace for up in Milan, but by 23 I was dinner. I love being involved in change of industry, albeit within everyone, not just those who living abroad and working at those elements of day-to-day life the consumer world, but still a big they are specifically intended for. a British agency (in a local and – I’m a bit of a geek like that! international role). I mention change. I haven’t looked back, How do you personally it because it contributed to though. I’m the D&I sponsor for role model an inclusive What advice would you give to my understanding of diversity Tesco – and in my day job I’m the leadership style? the next generation of leaders and inclusion. Or rather, of me Chief Customer Officer. entering into food and grocery? being diverse, in terms of my My background has always made background, and how I came me a bit different, wherever I Remember this market really into the industry. was. When I was young, I studied matters to people’s lives. And, abroad and then worked as an at the same time, that it doesn’t: After those 12 years in au pair. That was unusual for Italy, sometimes, it’s only a banana or a advertising, I was asked to join where nobody went anywhere. bit of shopping! You should listen one of our major clients, Unilever, Being a little different has always to customers, but you shouldn’t as a mid-career recruit. In a way, been a feature of my life – and do exactly as they say; you should I felt that was strange: to recruit I’ve learnt to love it. I bring a fresh understand why they’re saying someone without a business perspective and that helps protect it and then use that insight degree and mid-career from an to innovate.

24 INTERVIEW / ALESSANDRA BELLINI 25 of the most difficult challenges Have you had any mentors As leaders, we have to we face is awareness. As leaders, along the way? we have to make sure that we’re I was very fortunate to have had a make sure that we’re not just approachable, but that great mentor in the early stages we also get out there and find of my career. He was an amazing not just approachable, out what’s going on, giving support and really helped me Sacha people the confidence to raise but that we also get think through my decisions. issues without fear of any kind of Having someone that you can out there and find out repercussions. Berendji approach and just ask for advice and support, and who will give what’s going on What career advice would you you a nudge and a kick when you Sacha is Retail, Operations give to your younger self? need it, is very important. The and Property Director, M&S important on personal level too. Firstly I would take a step back value of a great mentor can not A happy and motivated team is and look at the bigger picture, be underestimated. the best kind of team to work in! particularly when managing people. I’ve learnt through What are the biggest challenges How do you personally experience that you cannot preventing further progress on role model an inclusive deliver sustainable success unless diversity and inclusion? leadership style? you’ve got a great team working I think the biggest challenges are with you. Thinking about my first I try to be an open and unconscious bias and ignorance. management appointments, I approachable leader taking I think the vast majority of would encourage my younger on board different views and people believe that a diverse self to think harder about how I opinions. I listen to my team and and inclusive workforce has managed the team, as well as how I was lucky enough to grow up be the amazing five years I spent Merchandising for Clothing & try to be curious about different huge benefits for everyone, both I recognised and rewarded the with my parents working abroad, working in our flagship store at Home responsible for stock points of view. I am involved in business and individuals, but team, because ultimately, success while I went to school in England, Marble Arch. After leaving Marble planning and management before M&S’s inclusion group where believing it is one thing, achieving is dependent on the quality and I spent my holidays in the Middle Arch I became Head of Region being appointed as Retail Director all the different network groups it is far more difficult. The key to motivation of that team. East, France and Spain. I feel very for Central London experiencing in 2012. Property was add to my come together to talk about the making further progress is, in my responsibilities in 2017 to form my fortunate to have had the chance my first taste of multi-site issues and challenges we face as Secondly, I would place more opinion, down to driving a much current role – Retail Operations to live in different countries and management. a business. This has been really importance on the value of greater awareness of the issues the opportunity to experience & Property Director responsible helpful in helping me role model and then providing support and I was delighted when an self-learning. Nobody has all different cultures. for all of our stores in the UK the right leadership behaviours learning for everyone so we can opportunity arose to work in our the answers to everything and and Ireland. in my area. My involvement in all understand the part we can After school, I went to University Property Division. I was keen to learning doesn’t stop when the group has also helped me play. Ignorance of the issues can and studied economics before learn about a different part of training finishes. No matter how Why is a diverse and inclusive improve my understanding of not be an excuse. Leaders and joining M&S on the graduate the business and develop a new long you have worked there is workforce important to you? the issues we need to tackle. managers have a responsibility to training scheme in finance. I skillset. My role allowed me the always something new to learn. Understanding these issues is make sure that unconscious bias is continued my studies while chance to gain experience in both I enjoy working with people and really important as I believe one not allowed to inadvertently form working and was supported property and construction. I love being around people with How important have role teams that are not inclusive. This by M&S to complete my different perspectives. Everyone models been to you? has their own personality and is tough to achieve but it is vital accountancy exams. Following my time in property, Very important. I’ve been lucky brings something different to to make sure that managers don’t I was appointed as Stuart enough to have had roles, the team. An inclusive workforce just recruit teams full of people While I am glad that I completed Rose’s executive assistant, and particularly as Executive Assistant, is important to me because a with what would be seen as ‘like- my accountancy qualification, I continued in this role when Marc where I’ve been able to see how diverse range of views definitely minded’ views. knew quite quickly after joining Bolland became CEO. This was top talent, both in the business makes for richer debate and M&S that my passion was being a fantastic role giving a detailed and externally, operates. Getting ultimately will drive better If you weren’t doing this job, on the sales floor selling products insight into exactly how M&S the opportunity to see how decisions. The best teams allow what would you be doing? to customers, taking money was operates, I would say this role they work, how they do things, everyone to feel they can be a real buzz for me then and still was the steepest learning curve to spend time and talk to them I would have pursued a career in themselves at work and share their is today. in my career and the experience I about what they have achieved, finance, probably accountancy, gained has proved invaluable. opinions openly. If people feel but I’m very glad I discovered I have worked in many stores has been amazing. they are able to give their best the retail and that didn’t happen! around the country all of which Following this role I was business will clearly benefit but it I loved, but the highlight has to appointed to Director of isn’t just about the business, it’s

26 INTERVIEW / SACHA BERENDJI 27 How do you personally back to being fearless, brave, role model an inclusive and challenging and deploying We’re feeding the leadership style? different subtleties in different conversations to maximise impact. nation, and there’s First of all, I always try and bring my best self to work because What do you find most no greater privilege I feel I’m representing women Katie rewarding in the food and minority groups across the than that and grocery sector? organisation, so that’s really important. But I also don’t make The first thing is that what we sell Bickerstaffe do in order to satisfy that demand. a big deal out of it because I is the sustenance of life, and that’s And then the other piece that I Katie is Chief Strategy and think you have to be included in really quite cool. You’re providing a management team because a desperately needed service find a real privilege is dealing with Transformation Director, M&S you’re capable and you’re that fundamentally underpins our colleagues and our customers. competent – not because of who society. We’re feeding the nation, And I know everybody says that, or what you represent. and there’s no greater privilege but it’s true. than that. I think you have to deploy Who are your role models? Then the really interesting thing is, different tactics to get your My paternal grandmother. She how do you feed the nation better voice heard, and so sometimes was quite rebellious, she rode than anybody else? And that’s being still and quiet and gentle motorcycles and travelled all about product quality, it’s about is the best way to get your voice round the world. And also my customer service, it’s about the heard. You don’t always have to father who instilled in me the channel in which you operate, it’s shout the loudest. Part of my job importance of working hard. is to offer alternative points of about the people that you have, after that, and then I went to work I could lean in and add value. view, and say, “Just before we it’s about the way you forecast and Within the business world, I feel for James Dyson. He put me on It’s been fantastic. make that decision can we have the way you order. You have to be particularly privileged to have his board when I was just 28. And a think about that?” It comes very thoughtful about what you worked with John Allan. He’s been then I went to work for Somerfield, Why is a diverse and inclusive a friend, a mentor, he’s thoughtful, where I was asked to become MD. workforce important? articulate and organised – and he After that, I went to work for Society is multicultural and people always wants to make sure he gets Dixons, doing marketing, people live their lives very, very differently. it right. I think that’s incredible. and property. My kids were very, If you’re in a business that is What advice would you give very young – eighteen months serving society, then that should to the next generation of and two and a half. And then be reflected in your organisation. leaders entering the food I grew up in Surrey, with a family I was asked by the chairman, That’s the first important point. and grocery sector? with a very strong work ethic. My John Allan, if I would run the The second point is about diversity of decision making. father instilled in me from a young whole of the UK and Ireland Be bold. Be brave. Embrace We’ve all got conscious and age that there’s nothing I couldn’t business for Dixons. change. Be curious. Stay close to unconscious biases in the way that do just because I was a girl, and what your customer wants. Don’t After being there about 10 we approach things, and to have that everybody has skills to bring be afraid to ask difficult questions. years, I wanted to do something people who can challenge your to the table. My parents could Don’t be afraid to challenge and else. I moved to SSE, then was preconceptions will make you a have afforded to really spoil me be really open minded. That approached to join the M&S better leader. and my sister, but we were taught would be my advice. to get a job and earn our own board, which I did for eighteen And I think the third thing is that it money. And that’s stayed with me months as an NED. Eventually, I makes you a better person. If you If you weren’t doing this job, all the way through my career. joined the exec... and here I am! can stand in someone else’s shoes what would you be doing? After university I did an MBA, And, in the meantime, I also and empathise with the things Probably getting every woman and I was lucky enough to join joined the England and Wales that they face and the way that and girl in Britain to try a sport Unilever’s graduate scheme, but Cricket Board. Sport is massively they think – it makes you more and stick with it! I took a year out to go travelling important to me – and I wanted able to lead and articulate in a first. The training at Unilever was to give something back. I love more effective way. amazing, it was such a privilege to what they are doing with girls’ be there. I went to work for Pepsi and women’s sport, and thought

28 INTERVIEW / KATIE BICKERSTAFFE 29 invaluable. I’m in the process of becoming a certified coach by taking a one-year diploma course. This will help me be a better mentor for others now too. Timo What does great leadership mean to you? Boldt Empowering people to play to their strengths and creating a Timo is Founder, Gousto place where everyone’s ideas and results matter. If you do this with talented people, you’ll be successful. What do you hope the food and grocery will look like in management and leadership mealtimes, from greater mealtime five years? teams speaking openly about personalisation to 0% food waste our inclusion and diversity at household level and in the There is still so much work to programmes, and explaining supply chain. be done to make the industry where we – like many employers – more sustainable. From a more need to do more. What do you find most sustainable supply chain to less rewarding in your job? food waste and plastic packaging. What attracted you to the food Why is a diverse and inclusive cheerleading and celebrating People and culture are the most Led by tech, we can continue to and grocery sector? workforce important to you? success. I also post openly on I look up to the bold important part of a successful do amazing work as an industry LinkedIn which is helpful for I genuinely believe that cognitive Due to the huge time demands in business and hiring the most in this space. We’re making setting the tone to non-Gousto figures who were crazy diversity makes a business so my previous career, I realised how talented and ambitious people to huge strides here having cut the employees. much stronger. As a leader, I have enough to believe in difficult it was for those with busy the team is the most rewarding plastic packaging in our boxes by an enormous responsibility to lifestyles to cook nutritious and part of the job for me. Identifying 50% earlier this year and already What benefits do you think a create an environment in which the impossible exciting meals. I was also shocked the strengths of others and seeing operate at 0% food waste, thanks more diverse workforce brings people have equal opportunities at the amount of food that was Gousto benefit and thrive from to our use of data and tech. to the industry? and can thrive under different wasted in the system at the time. these is immensely rewarding. The tech industry that we operate What will be your biggest circumstances. I’ve always believed that equality and diversity are fundamentally in faces particular challenges so I wanted to enter the food and What advice would you give to personal learnings from How do you personally linked to business performance. we must take stronger action grocery sector to make dinner an the next generation of leaders the Covid crisis? to encourage a more diverse amazing experience for people role model an inclusive It just makes sense: you make entering into the food and The awe-inspiring way that people workforce. across the UK, including those leadership style? better decisions with more diverse grocery sector? came together with a shared who were competitively busy. My thinking, plus all the research purpose and responsibility. I’m so It’s a topic I speak a lot about and We regularly facilitate not-for- vision from the very beginning Overnight success takes 10 years! supports it. A diverse workforce humbled by seeing the team work encourage in others. There are profit tech-focused workshops, was to eliminate food waste from Think big and create a long- means we can operate as an so hard throughout the biggest practical steps, like challenging which help underrepresented the system to help the planet term strategy to win the hearts industry with the best skillsets crisis of our lives, driven by the my leadership team to have groups in technology land jobs and add to this positive mealtime of customers and turn them into and experience. need to serve the nation at such a diversity front of mind when in the industry. We’ve been experience for families. loyal customers that your business hiring, but also softer steps like privileged to make hires directly will reap the benefits of. difficult time for so many. What are you doing to from this network too. What do you find most encourage a more diverse Which companies or leaders rewarding about working in How important have mentors workforce? It’s crucial that we keep the do you look up to, outside the food and grocery sector? been to you? First and foremost, we’re investing conversation open and remain the sector? focused on creating a more I love the role that data and food Mentors and mentoring have a lot of time and effort into I look up to bold figures who were diverse workforce. We recently play together. Gousto is a data been such an essential part of my recruitment training to ensure crazy enough to believe in the held a very open and honest company that loves food. That career. My advice is to always say fair selection and screening, impossible. Richard Branson and Q&A taking a deep-dive into means we utilise market-leading yes to mentorship. The collective with no hidden biases in the Elon Musk spring to mind. I also our employment process, data capabilities to push the experience of the mentors recruitment processes. hugely admire Al Gore, and his with members of Gousto’s boundaries of what is possible for I’ve collected over the years is passion to change the world.

30 INTERVIEW / TIMO BOLDT 31 implementing that and seeing it I think if people are doing through, watching those ideas that in an inclusive culture and It never ceases to come to life and how energised connecting with other people, people are by delivering as a then what can be created in terms amaze me what can great team. of energy, ideas, innovation and progress is really powerful. happen when the Michelle What does great leadership right group of people mean to you? How have you seen company culture change in terms of the For me, great leadership is setting come together Brampton conversation around diversity the direction, connecting a great and inclusivity? Michelle is Managing Director, EMEA, team and then empowering them What do you think are the to deliver. The direction comes As an industry, the beer, wines Treasury Wine Estates benefits of having a diverse from listening and synthesizing and spirits trade has traditionally and inclusive workforce? information and opinions, and been male-dominated and then building a team around that, predominantly white. So I think The advantage of people thinking being aware of people’s talents, it’s been interesting, the way the differently rather than having strengths and capabilities, and conversation has developed. Now, groupthink is huge. A variety of bringing those teams together. In it’s much more about diversity in thought, the ability to challenge a nutshell, getting the best out of general, whether that be race, viewpoints, and to have empathy the team. gender, sexual orientation, and is very important. If you bring a so on. We’ve done some good group together that has different What advice would you give to work, mostly gender related and experiences in life, it creates a the next generation of leaders? it’s good to see it moving to that different angle to the conversation that hopefully leads to a more I’ve been with Treasury Wine an organisation where you build You need to know who you are, next level. longer-term relationships. rounded outcome. Estates for more than 18 years. your values and beliefs, and then We implemented a programme The company has always be yourself to make the difference I decided to find an industry that called ‘TWE for She’ – based But you have to have the provided change, learning and that only you can. Being yourself really interested me. I wanted it on workshop sessions around trust as well, to have people development opportunities, and allows others to do the same and to feel real and relatable. That’s building your personal brand, feel comfortable with being flexible working options for when that creates a great culture where when I found the job at TWE looking after your wellbeing, able to challenge and voice a I had my family. I’ve progressed people can thrive. They can bring FINE HAS being heard in the organisation, different opinion. NEVER MET (the SouthCorp) – it doesn’t get EXTRAORDINARY through multiple finance roles, their talents and strengths and more relatable than wine! The and addressing some of the various positions across category figure out how they can use them Working in a more diverse, culture at Treasury has been classic issues that are attributed and insights, pricing, strategy in their roles. inclusive environment where always very friendly, very open to women in organisations around and planning, to end up as MD. confidence. That programme has you feel comfortable, and where TWE has offered me the breadth and rapidly changing – it doesn’t you don’t feel you have to be stand still for long. It’s hugely now developed and expanded of experience and flexibility that’s into ‘TWE for Me’– it’s a much someone else or act like everyone kept me here and enabled me to enjoyable too – it’s a really fun else, is less stressful and therefore industry and category to be in broader and more holistic keep growing and developing. wellbeing and support platform surely you’re more creative, more although, of course, it does have innovative and have more energy. In my early career I trained as a its challenges. that’s helped to promote inclusion and therefore, hopefully, diversity MEET EXTRAORDINARY management accountant, mostly If you weren’t doing what you’re with Sony, but I decided that I What do you enjoy most about in the organisation. TRWIWN0565_Masterpiece_KVs.indd 1 3/9/20 5:17 pm doing today, what would you wanted to go off and explore what you do? have liked to have done? the world a bit more through Connecting with people and I’d have been a flautist in the management consultancy. I connecting them to each other for worked at Arthur Andersen DOWNLOAD London Philharmonic Orchestra. I a better outcome. It never ceases the living wine labels app don’t think I have the talent to do Business Consulting for three to amaze me what can happen SCAN THE BOTTLE With your it by any means but I played the years, and I think that’s where when the right group of people phone camera DISCOVER flute and piano as a child and then I learnt the most about myself. The story behind come together. What can feel the wine Although the work was really went off to university and never like an insurmountable challenge got back into it. I wish I had! interesting, I realised that type can be transformed into the most of work wasn’t for me. I didn’t interesting or innovative solution. find it was rewarding as I did in And then it’s so rewarding

32 INTERVIEW / MICHELLE BRAMPTON 33 Why this sector in the first place? My dad worked for a large supermarket chain. And every weekend I used to go to work Zareena with him, so that kind of retailing was in my blood. The idea of: how do you create real service? I think Brown that’s always been something What advice you would you What do you think are the that’s excited me. give to the next generation major hurdles preventing Zareena is Chief Human Resources of leaders? further progress on D&I Why have role models been within the sector? You’ve got to surround yourself Officer, Britvic so important to you? with people who will do two First of all, removing unconscious Very early on in my career I things: build your confidence bias from the recruitment and worked for a sports company, and (because any doubt you have in selection processes. In the my boss acted as a real mentor for that space will determine whether instances where we’ve done that me there. They gave me so much you grow or not), and give honest successfully, and we’ve opened confidence and responsibility. At feedback. Find people you can ourselves up to looking at talent that point in time, I felt nothing turn to, who you can bounce differently, we’ve made some could stop me. What they did things off. But the biggest great appointments and seen was build on my strengths, and in piece of advice is to try different real differences in teams. doing so gave me confidence and things – to be as curious and as psychological safety. I had five or broad as you can. It’s certainly Another barrier is the safety Growing up in a mixed-race and create opportunity, and also six years where I grew so much. something I did early on, and to have genuine, open family and culture – my dad my goal to have a career in HR. Try different things it’s been invaluable to me. And I conversations. Recently, with was Indian, my mum is English The second role model was continue to do that to seek those Black Lives Matter, we’ve I’ve had a career of two halves, – I’ve always seen the benefits – be as curious and when I lived in Singapore and new ideas. talked about racism and of different cultures and the I guess. The first half was in I worked with InterContinental what we’ve experienced, and retail, where I worked for some as broad as you can richness that can bring. But I also Hotels. The CEO was very Why is diversity and inclusion how we’re feeling about it. fantastic companies. And the saw discrimination, particularly inclusive. He really understood important to you? And whether we even feel second half of my career has towards my father, as I was Hilton and InterContinental Hotels all the different cultures that comfortable talking about it or growing up. I think that sparked been in hospitality and FMCG existed within the business and From a values point of view, I want not. Those conversations made in multinational businesses all Group. Those experiences gave to make a difference to equality two things for me: a real passion me a real insight into the world, had a way of bringing the best a significant difference. and energy to remove inequality around the world, with the likes of out of everybody. People really and injustice. That’s fundamental and allowed me to fine-tune my for me. There is no doubt that, And I think the other barrier is ideas around what it means to wanted to spend time with him, he was very authentic. Seeing to be a successful company, being prepared to do different be an inclusive leader, and how you have to have diversity things. Everyone’s got very best to create an environment him operate not only set me up to lead within an international of talent. You have to have a different views, and it can be such where different cultures can be complete mix of people from an emotive conversation – I think brought together. business, but also changed me as a leader. He was willing to really different backgrounds, different you can be paralysed into not In my role here at Britvic, I’m invest the time in me, to help me experiences, mix of gender, all of trying and experimenting. able to lead that agenda – understand how I could lead in a those things. If you don’t, you are If you hadn’t have trodden this which has been fantastic. It much more inclusive and culturally missing out on ideas. path, what would you have feels very different when it’s sensitive way. I think the biggest We’re aiming to have the best done instead? you that people look up to. thing I learned from him was the brands that consumers choose. If You’re sat round the executive ability to really listen. you don’t reflect those consumers, Well, I wanted to be an artist. I table. It’s a huge responsibility you’re sitting in a bubble was on the verge of going to art from that perspective, but it’s designing brands and experiences college at one point. And my dad been fantastic. that just won’t relate to everybody. said, “Are you sure you can create Most companies will not be a career out of that?” I find it very diverse enough, and Britvic isn’t hard now not to tinker in anything yet, but we are committed to that’s creative or visual. improving and changing.

34 INTERVIEW / ZAREENA BROWN 35 What about mentoring and role models? We’ve started running the Mentoring Partnership, which I chair, and is something I’m Caroline passionate about. However, I have had some incredible role models. My sales director for six years at Cater Cadbury’s was Mike Denyard. I learned so much from him: around Caroline is Vice President his calmness, decision making and Field Sales, Coca-Cola ability to listen to everyone. European Partners What’s the career challenge you’ve learned the most from? There was a point in my career when I nearly gave it all up. I was in a marketing role, and found myself working for someone who What advice would you didn’t value my role or my skill give to the next generation I get frustrated when set, as a result, my agenda fell coming through? away. I got into a cycle where I I see someone in a felt under pressure, but didn’t Be as accessible and true to I left school at 16 and went A decade ago, I was asked to started to talk about career have the relationship you need yourself as you possibly can. I get meeting, then see straight into the industry working lead the Women’s Network. I pathing and networking. Over with a manager. In hindsight, I frustrated when I see someone the same person in for Cadbury’s – and stayed there wasn’t impressed at the time and the last three years the agenda could have leaned into it more in a meeting, then see the same for 17 years, working in many thought, “That’s not for me. The has shifted to engage everyone but, eventually, I got a new line person in the coffee lounge after – the coffee lounge different commercial roles. I world’s equal. I don’t want to be in the organisation and is about manager and had a reset. I moved and it feels like I’m looking at two was prised away and moved to shouting on a soapbox about inclusivity and diversity in its into the European role I’ve just different people. after – and it feels like Britvic in what I see as the key gender.” I ducked it. Then, I went widest sense. returned from and I went into it What are the challenges I’m looking at two part of my career journey. I had to the Global Women’s Forum feeling very different, it boosted preventing further progress seven years at Britvic and then conference in Deauville, France, Explain a little about your my confidence. I’m so glad that on I&D within the sector? different people moved to Coca-Cola 10 years and had an epiphany when I was approach to D&I. I stuck with the business and my ago. During my time here I’ve listening to a speaker. He talked At CCEP, we talk about I&D career because I wanted to – The biggest challenge is getting seen a different way of operating about social issues in different not D&I, because the more because I enjoyed it. people to understand that we What changes would you like to a business. When you’re on the countries, even atrocities that people you can include in don’t want diversity for the see within food and grocery in outside looking in, you assume were happening. Really, he was the conversation, the more What brought you into the sake of it – we want people of five to 10 years? it’s this big corporate machine but asking, “When is enough for you sector in the first place? power you have to move things different genders, ages, races More flexibility in the way we plan get inside and you find it’s a very to get involved?” It made me forward. When I started our and life experiences to bring our workforces, and I’d love to local organisation. think how I was doing nicely, with I left school (I’d intended to go Women’s Network, it was with their differences to the table and see a world where there isn’t a a career moving forward, and back and do my A-levels) but as I a vengeance about changing increase our success. separate corporate language to thinking there wasn’t a diversity walked down the drive I thought, the agenda in CCEP, trying to the language that you use with or inclusion issue. Suddenly, I was “I don’t want to sit in a classroom ensure it was inclusive. I then anymore.” I couldn’t go home your next-door neighbour. immersed in evidence suggesting started to work with the Diversity there was, and it was systemic. I because my mum would have in Grocery Partnership, following If you hadn’t trodden this very came back and said, “I’m going to killed me, so I needed to find a conversation with a colleague successful path, what other do it.” It also led me to become a job fast. Cadbury’s were at at Tesco. She started talking to the end of the road, and were career might you have had? a member of the Diversity in people across businesses – all recruiting for the YTS scheme. The I was almost a cartographic Grocery Partnership. saying the same: “Our business reasons I’ve stayed, though, are surveyor. It didn’t happen believes in diversity, but it feels We started to lead in a way that because it’s fast moving – which I because I’ve got a terrible like slow progress. We’ve all got helped women build confidence, find exciting – and the breadth of sense of direction. mindset and belief, and we the same challenges, why don’t careers is immense. we join forces?”

36 INTERVIEW / CAROLINE CATER 37 How important have role No matter where models been to you? you come from... I look up to so many people in and around my organisation, don’t be afraid to There was a point for in my career Anuj when I met Claire Camara, who’s ask questions probably the first Black female exec, joined. So I went and asked Christi What advice would you give to her, “Claire, would you kindly Are there any leaders that you the next generation of leaders? mentor me?” and she said “Yeah, look up to? absolutely.” And that helped me Anuj is Regional Manager, I like Jacinda Ardern, the Prime The most important thing they hugely in terms of confidence and Co-op Minister from New Zealand, the can do is network better. And in terms of my self-belief. they shouldn’t be afraid to ask way she comes across and the questions. No matter where you What does great leadership way she does the politics. And I come from, whether you’re born mean to you? like Elon Musk, Tesla, where he’s here or born somewhere else or come from and how he’s gone whether you are from the LGBTQ It means that the people who from working in the mine in South community or whether you are work for you feel at ease and can Africa to launching a rocket and female, don’t be afraid to ask be themselves all the time without SpaceX. It’s just phenomenal. questions, because there are having fear of being judged. They people who want those questions feel that they can say what they If you weren’t in this role, what to be heard. think, and they can challenge. If would you be doing? you have 10 people working for By being inclusive, you’re allowing I’d be painting. Any painting, I came to this country to do a I thought, “I think I probably have you for 10 years, that’s not great people to just be themselves, What advice would you give to whether it’s nature or abstract master’s in international finance taken too much on.” leadership, because what you and you’re getting the best your younger self? or a person… I am actually a at Westminster University. The have done is hold up so many So that nine months was a big out of them and they feel they very good painter. But yeah, I’d goal was to finish the study, I should have started believing other people’s progress. Great stretch for me. But I managed to belong here. be painting or playing chess. I go back to India and then do in myself and what I have to offer leadership is allowing people complete both, and I got signed used to be state champion, or something there. probably a little bit earlier. Self- to be themselves and grow. off as an area manager and a What do you do to encourage a confidence and self-belief are I’d be riding my motorbike and And then I started working in Shining Star. more diverse workforce? really, really important. And check exploring nature. Somerfield on the checkout. It in with people. Have open and I delivered really good I’m setting an example that when was paying my rent, and then honest conversations, whether performance for three, four years, you’re recruiting people, you have suddenly I became a full-time it’s with a colleague or a friend. and I was in a very comfortable to recruit based on the diverse list, team leader. Tell them, “I did this – what do place. And I thought “What do I and then give the job to the best you think of it?” And I’d say When I was finishing my studies, do now?” and this role came up person. So if I’m doing that, my treat people nicely, because you the team manager offer came. last year. When I applied, I didn’t team will start doing it. don’t know what they are going I had a job offer from an IT get it. But this year, when the role I think role modelling is really through in their own life and their business, and the money was came up again, I applied for it important, and also educating challenges. Travel more and have probably £15,000. And Somerfield and was successful. people. If I can educate my team, fun as life is too short and live it was paying me £15,500. I thought, my peers and my line mangers while you can. Why is a diverse and inclusive “Look, I’m enjoying it,” so I on what I know and about my workforce important to you? continued. experiences, then the decisions What challenge in your career Co-op bought Somerfield and Everyone has their own viewpoint they will make will be better have you learnt the most from? and their different life experience. reflected in terms of D&I, and I became store manager, then When I failed at any level, that Diversity is easier than inclusivity, that’s what I’m here to do. And interim area manager. At the made me even more determined because you can tick the box probably that was one of the same time, I was selected to go to go and achieve that thing by recruiting one from here and reasons I got the job, because I on the Shining Star programme, even more, because it made me one from a different continent. have a different life experience, which was an internal programme a bit more curious. So I think I You have to ask: how do you and I think I have a responsibility at Co-op that accelerated have a habit of failing often, but make people feel welcome in to educate some of the individuals my career, and at that point, learning regularly. that team? who I work with.

38 INTERVIEW / ANUJ CHRISTI 39 It’s kind of weird. One minute sectors, there’s more that joins keep getting the data. You know, you’re running around working them than doesn’t. You know, I’m a great believer that what gets 100 hours a week, and then the the businesses have very similar measured gets done. next day you’re not. And, you problems and, while you may know, that’s kind of sad, you miss not have seen it exactly in that Companies are finding what works the people and the chance to industry, you’ve done something well for them. So when I was at Sue make a difference. similar. And so the great thing is SABMiller, we had a clear picture that you can bring that outside-in of where the female talent was in I took a year off, and then decided perspective to a company. the business, and then focussed Clark to go down the plural route. I had on supporting that talent and been a Non-Exec at Britvic, and I How important is diversity moving it around. Because you Sue is a NED at Imperial Brands; subsequently joined AkzoNobel and inclusion to you? want to ensure that the best talent Britvic plc; Bakkavor Group plc; and Bakkavor. I’m also on the has had a broad and varied career. board of Imperial Brands. I know I think it’s massively important AkzoNobel N.V and Tulchan tobacco is quite controversial for from two perspectives. One Do you think there are any Communications LLP some people, but I think there is is it’s the right thing to do for particular hurdles preventing an important job to be done there all the reasons we know. But further progress around D&I? to help the business move away then secondly, it’s also the right thing to do for the business. I In global businesses, there’s a lot from combustibles into something of international travel and moving that’s better. think it’s particularly important in food and grocery because families around – which can be a barrier to female progression and You’ve seen some seriously our consumers are very, very diversity in general when families diverse and interesting things... diverse and have very different tastes and temperaments. And, don’t want to move their children When you run a global around. At SABMiller, experience If you’d asked me when I was I thought would mean I had more you know, the more diversity business, you actually realise in different geographies was 18 what was I going to do when time with the kids. But I joined you have in your workforce, the that, particularly in food and a requirement for a top role I grew up, I would have said a in a crisis following the Ladbroke more you’re able to empathise beverages, tastes are local, brands – and businesses should start mountaineering instructor. When Grove crash and then the Hatfield with those consumers. are local. The way people drink or rethinking this. I was that age I took myself off crash. The government put the consume food is local. It makes it to Switzerland and worked in the business into administration, and Is there a real appetite for D&I, even more challenging because Had you not have trodden this Swiss Alps, but realised pretty so myself, the finance director in your experience? one size doesn’t fit all. And that’s incredibly interesting path, what soon that it was all just a bit and the company secretary set why you need great local teams I think it has increased massively. else would you have been? cold and wet. ourselves up and fought the fight and really diverse employees. Companies are finally getting their for shareholders. It took us a year, heads around what can make a I would have loved to have been After my first degree, I joined a mountaineer or an explorer or but we got the government to What does great leadership difference – and realising that it’s what was then the Central something, which definitely would settle. We then closed up the mean to you? not a one-size-fits-all situation. As Electricity Generating Board top company and Network Rail boards, what we can do is ask the have been fun when I was younger because its broad-based was born. It’s being clear on what you’re questions and keep prodding and – but would not be quite so much graduate programme was a great trying to achieve and then fun at my current age! introduction to business. The I was out of a job. I wanted to communicating that to the CEGB had 48,000 employees, do something international and people who are working for you. and there were no female more fun, so I joined SABMiller, And being clear about what you managers. Women didn’t even the global brewing business, as want them to do. I think it’s really wear trousers in the office, and corporate affairs director. This important to be able to empower And then, in 2012, I went to be sexism was blatant. was a completely new industry for people, to give them space and MD of SABMiller’s Europe region. me, but it was a great business to enable them to make their I became part of National Power, That was a big change for me. We with some fantastic brands and own decisions. following the privatisation of the fabulous people. I am really proud really needed a new strategy with industry, then moved to Scottish of some of our corporate social a focus on innovation to access You work across all those Power, studying for an MBA while responsibility work, particularly new consumers and occasions. different companies with their working. The next big step for in Africa around HIV/AIDS and We were making some great own challenges. What do you me was becoming a mum and empowerment for women. strides, but sadly all that came enjoy most? having two children. To reduce the to an end when Anheuser-Busch amount of international travel I InBev made a bid for the business. I’ve come to realise that although was doing I joined Railtrack, which those businesses are in different

40 INTERVIEW / SUE CLARK 41 How would you describe Where do you think we are yourself as a role model? from a diversity and inclusion perspective, compared with I don’t see myself as a role model. 20 years ago? I think it’s important that you’re true to your own values. People I think we’ve still got a long way Christine say I’ve got a pretty strong moral to go. But sometimes you’ve got compass. One of my very early to mandate things to get them role models said, “If you want to through. People are recognising Cross know whether something is right that you want people with or wrong, think about whether you different cognitive perspectives, Christine is NED, Coca-Cola European could tell your mother about it.” it’s not all about gender or colour. It’s making people recognise the Partners; Hilton Food Group; Clipper Don’t ever do anything that value, and that will just take time. What do you hope the food and compromises you. Sometimes you Logistics; Zooplus. Chair, Oddbox But we’re further ahead than grocery sector will look like in can change things better from the some other countries. the future? inside than the outside, so go in and be honest with them. What do you think are the I hope it’s very, very different. I benefits of a more diverse hope it embraces the fact that What advice would you give to workforce? customers in this country don’t those beginning their careers need to trog round a 100,000 It gives flexibility and challenge. in food and grocery? square foot store to get their I also think it gives support. I products. That we don’t need Second guess where consumers always knew the sort of people to have huge ranges – they’re are going and then try and get I needed around me to support just wasteful. That we’re on a I’ve had a Heinz 57 Variety Hilton Food Group. I also Chair ahead of that curve – and be me. I’m more than aware of the trajectory to get to something career and it’s not at all usual ODDBOX and do quite a lot brave. I wish I’d been braver. weaknesses that I’ve got, so we like self-sufficiency in terms of or planned. In fact I still haven’t of pro bono stuff at the Royal We introduced Own Brand and worked as a team. I think you can food in this country. And that decided what I want to be when Agricultural University. I love Value Brand because Aldi and work better in a very diverse team. I grow up really! I did decide that meeting and mentoring bright Lidl were getting into their stride. the people who are producing it are recognised as doing a really I wanted to do something with people and helping spark ideas But I was obsessed that we could What do you think are the main good job. food and after my first degree and do Finest. The brand guru in the hurdles for the food and grocery lecturing roles at Edinburgh and Did you have many role organisation wouldn’t have it. I sector in achieving greater Which leaders do you look Bath Universities, took a master’s models in your career? rolled over on that, and it wasn’t diversity and inclusion? in Food Science and ended up until several years down the line up to? I did – sometimes there were There are barriers of tradition and staying in academia for 15 years. that Finest went in. In the grocery sector, Jo Whitfield positive role models, and yet fear of what other people think. Then I moved into Tesco to head and Steve Murrells at the Co-op they were negative ones in terms PLCs in general have been a bit technical, spearheading a range How important has diversity and are two of my favourites, because of learning. I don’t think there slower to embrace this than other of initiatives for Tesco. inclusion been in your career? they are both brave and they’ve were many women role models organisations. And, even in private stuck their necks out. They’ve because there weren’t any women A lot. If you think about the sort equity companies, the big ones I went out to China and I was out got some brilliant ideas. And about, either in the university of ranges we were developing, tend to go with known entities. there for two years and set up then there’s a young couple that sector or in the companies that inspired by people in other parts The changes that have happened the sourcing offices in China and run ODDBOX, a company with a I worked with. That’s become of the world, food inspiration is through Covid-19 might just force then did the same in Delhi, and true mission to reduce produce Second guess where more so now. I do quite a lot of in itself diverse. Since working some of those changes – looking Dhaka, and gradually worked waste – I’m hugely impressed by individual mentoring, an equal on my own, I’ve got big clients in at people from different industries consumers are going my way back home and was part them and the culture that they’re number of men and women, and Australia, in Russia, in the Middle and backgrounds. Why don’t we of the operating board in the engendering. and then try and get early 2000s. that’s good fun. East, in Italy, and each of them I have a new approach? Not taking deal with totally differently. And risks is a risk. Not being brave, If you hadn’t taken the career ahead of the curve – I left and set up my own business working with men and women and attempting to do things doing consulting work and I also is very different as well. We are path that you have, what would and be brave differently, is the biggest risk that you have been doing? took on some non-executive different, and you appeal to you can take. stuff and that kind of continued emotional intelligence often About 12 years ago, I asked myself ever since. I now have four PLCs rather than pure commercial that question, and I decided that I – Coca Cola European Partners, intelligence. would love to be a lawyer – I’d like Clipper Logistics, Zooplus, and to be the QC at the Old Bailey!

42 INTERVIEW / CHRISTINE CROSS 43 the history in this country and more of a voice within a large We’re also very conscious about racial justice. organisation. mental health and ensuring all members of the team are At Ella’s Kitchen, we made Certifying as a B Corp in 2016 has supported. This was something educating ourselves a top priority also helped us to align the ethos we focussed on particularly in the first instance. All of our that Paul inspired, being part of a during lockdown earlier this Mark staff were given a day to go away community of businesses who are year, and without being together and educate themselves on racial united in a shared goal of doing in the office we adapted the justice – sparked by the Black better for people and the planet. systems we had in place. As Cuddigan Lives Matter movement. A big part of the culture at Ella’s well as regular team check-ins, Kitchen is collaboration and we we also ensured we had Mental Mark is CEO, Ella’s Kitchen Crucially, we are going to be believe that we can do so much regrouping as a team to share Health First Aiders available for more to bring about tangible one-to-one support; that our and discuss our learnings which change if we work together. will in turn help us to shape our employee assistance programme anti-racism strategy and go further Looking internally, there’s a huge number was understood, and on our diversity and inclusion amount about our culture that used, and provided external CBT commitments. I’m really proud of. Take gender and counselling in some cases. diversity as an example. At the Tell us more about what How have you noticed the moment, 75% of people who work becoming a B Corp means culture evolve since you’ve at Ella’s Kitchen are women, with to you. been at Ella’s? a quarter of them working part I’ve been at Ella’s nearly a decade time. We’ve also now got a 50:50 It has been great to see how fast and in that time, we went from gender split in the leadership the B Corp community has grown Looking back, I suppose you launched a really successful range purpose and profit have to go being a founder-led business, with team, including two women who in the UK – faster than any other could say I wasn’t really very good of products together and ended hand-in-hand. I saw that, in order a visionary founder in Paul Lindley, work part time. country in the world. Becoming to make a real difference as a a B Corp is not only about the at school or certainly not the up selling the business to a PLC. to being part of an American PLC. We’re very understanding of business, we had to change the commitment you’re making as academic side. I had a different balancing work and childcare, as I went on to lead a breakfast system in which we operate. We There were certainly concerns a business to the world, it’s also sort of brain, I suppose. Although I many of us are parents, myself cereal company and worked for advocated that you cannot simply at the start of that transition on about engaging and encouraging did go on to university, afterwards included. Childcare and parenting Annabel Karmel over the years measure success by profit and what impact it might have on our other organisations to join you on I knew I wanted to do something can be a roadblock for women that followed. However, it wasn’t the bottom line – it is equally culture or our core values, but that journey. hands-on that allowed me to in their careers which is why we until I met Paul Lindley, who is important to balance out the it has actually made us a better embrace my passions. Initially, I are super flexible in our working That’s something I’m hugely the founder of Ella’s Kitchen, that business’ impact on the planet business. We have always stayed qualified as a professional tennis hours and allow women in our passionate about and have been I really felt I had a chance to see and its people. true to our founding mission coach and set about teaching company to work to a schedule committed to spreading the tennis to children, which I look how business could be a broader and now we are part of a global We’ve come a long way since that suits them. word since I joined the B Corp back on with really fond memories force for good in society. I ended community which has given us then and proudly certified as a B community. One of the things and absolutely loved at the time. up building a close bond with Paul who become a mentor of sorts Corp in 2016 – I’m now a proud I’m most proud of is that we As my professional career moved – the only mentor I’ve ever really advocate and leader of the B worked with our creative agency, on, I first found myself in the food had. Paul hired me as the co-MD Corp movement in the UK. Havas, who successfully certified industry working for my brother- for Ella’s Kitchen which felt like 18 months ago. This was a major in-law at his snacking company. a huge leap in my career at the What do you think are the main milestone as it was a huge That first role taught me a lot – we time but one that has ended up challenges preventing progress undertaking for Havas to certify. on diversity and inclusion? being pivotal. It’s no longer acceptable to not I think one of the main challenges Ella’s Kitchen was founded with act responsibly and do the right to progress is the lack of real a mission to improve children’s thing as a business. I know that education and understanding. I’m part of the first lives through developing healthy I’m part of the first generation of leaders that aren’t going to be generation of leaders relationships with food. Paul was I’m sure like lots of people, the the one who really showed me able to look back and say, ‘we Black Lives Matter movement didn’t know’. We all know now that aren’t going to be that business absolutely can have made me feel embarrassed and a positive impact on society; and it’s all of our responsibilities able to look back and ashamed because I realised how to make the world a better place that far from being competing much I didn’t really know about say ‘we didn’t know’ ideologies, he showed me that for our future generations.

44 INTERVIEW / MARK CUDDIGAN 45 Have there been any difficult The most important lesson in my that goes with them if they’re to learnings along the way? experience is that there is not, succeed. We also need to provide and should not be, a one size fits flexible, dynamic and agile Oh, heaps of difficult learnings. all approach when it comes to working environments for men You’ve got to invite people in inclusion and diversity. There was and women of all backgrounds. when you’re experiencing your a sales conference pretty early on We need to recognise everyone most challenging period. My Fiona after I came back from maternity as individuals and look at how biggest piece of advice to my leave, and an Associate asked if I we can support their personal younger self, or anyone who’s really felt I could be a role model growth and development needs starting their leadership journey, Dawson for women when I came back to so that we can build diverse is to not feel that you have to sort work so early. And I realised that representation across the sector. it all yourself and to ask for help Fiona is Global President, as a woman I needed to decodify when you need it. Food, Multisales and Global how I was working. So I explained, Customers, Mars Have you had any role models I can’t do the ‘no evening’ emails, in your career? but I’m doing that because I’m For me, ambition going to leave early and get I don’t think you ever realise that home for bath time. Or you might is not about the they’re role models at the time, see me sending an email on a destination of a do you? But there are so many Saturday, but that’s because I want people who inspire me. The to make sports day. Or whatever career, it’s about first one was my mum who was it was that I was juggling at that amazing. She never worried about point in time, it worked for me. that development what any of her children did as long as they were doing a job they I never wanted to be the token stretch I’ve specialised in certain functions of the IGD, so the organisation is were happy in. woman. But we know there are – I was sales director in the UK very close to my heart. unconscious biases in the world, and marketing VP in Europe – but My first real role model was Mary we know that people do tend If you could have had a I always gravitated back to leading What do you enjoy most about McAleese – the first female Irish to recruit in their own likeness, different career, what would teams and running businesses. what you do? president. She was the underdog, and, thankfully, I can tell a gender you have done? she wasn’t meant to get the job. I’ve been incredibly lucky in that I stereotype in a heartbeat. I was working as sales and And she spoke with courage I would probably have gone into genuinely love what I do and work It’s important we continue to marketing head and seven about issues on a humanitarian politics. I wanted to be the first for a company that has values challenge and educate ourselves months pregnant with my son, level that hadn’t been discussed in female Taoiseach. But I’m not a that match my own. I love seeing on diversity and inclusion, Conor, when I was offered my first Ireland before. especially on racial and ethnic very good politician so I’m not General Manager role, leading the people develop, it’s brilliant to see sure I would have got there. Mars Associates I have worked stereotypes as we go forward. Irish business. It’s clear inclusion and diversity with getting promoted and doing is important to you... I’m currently the Global President things they thought they wouldn’t What are the hurdles preventing of Mars Food, Multisales and be able to do. It probably wasn’t always, to be further progress on inclusion Growing up in Dublin, I was always Global Customers, and sit on honest with you. If you met me and diversity within the sector? interested in business and politics the Mars Leadership Team. On For me, ambition is not about the 35 years ago, I would have been One we’ve talked about a lot is when I was younger. Although I a personal and professional destination of a career, it’s about very adamant that the reason I mobility. We find that women, for toyed with going into classical level I am a strong advocate for that development stretch. I get got my job was because I was very understandable reasons, will music, I followed this passion and building diverse teams. Internally worried when people say, ”my good enough, I didn’t see any tend to shy away from moving went to Trinity College in Dublin I sponsor our I&D work and I am dream is to be a CEO”. Why do sexism. But in reality, I did see their family to go for a job that is to study economics and business also incredibly proud to chair the you want it? I certainly didn’t have sexism and encountered it myself slightly bigger. I think that mobility studies instead. Women’s Business Council. a dream of being a CEO, I just – particularly in sales. I t wasn’t is a challenge because it will often wanted to find something I was until I was in my 40s that I had a I joined the Mars graduate happen at a life stage where I’m also a member of the Lego passionate about and feel like I really honest conversation with training scheme 32 years ago maybe they have younger children board, which is another purpose- was doing a job that added value. myself about stepping up to build and, outside of a brief stint with and they find it quite challenging. led company that I love and sit a better future. I said to myself PepsiCo, I’ve spent my working So, providing an infrastructure for on the board of my old business “Fiona, if you don’t do something life with Mars working in many women to be able to succeed is school, Trinity Business School in about this for future generations, different roles within the business. very important. We’ll often talk Dublin. I was previously President who on earth is going to During the course of my career about how we help the person, speak out”? but you need to help the unit

46 INTERVIEW / FIONA DAWSON 47 What’s stopping inclusion and diversity getting better within the sector? One of the main things is making sure that people feel that they Leendert can talk about things in their own way, whether good or bad. And I think if you create that Den Hollander level of transparency, then most likely you create a sense of trust Leendert is VP & GM for Northern which I believe is a prerequisite Europe, Coca-Cola European Partners to get on to an inclusive culture. Because an inclusive culture is, as Is there any particular is it happening like this, why we all know, way more than a sign challenge that you’ve learnt hasn’t this been tried, why is our above the door. from in your career? competition doing it like this? We have this concept of the ‘little I think you learn a lot from things The other thing is Challenging voices’. The whole idea is about that are outside of your control, the status quo and stereotypes. the difference between what you things that happen to you and That’s really important, because hear and your interpretation of it. then how you respond to that. I it also impacts how you think Let’s talk about those little voices. listen to a number of podcasts, about culture. and there’s a fascinating quote And if you can create a space that says: ‘a crisis doesn’t build A good leader is all about where people can share their little I grew up in the Netherlands. Why is inclusion and diversity a character, it reveals character’. Controlling your own destiny, voice and say what’s on your mind, My father was a co-owner of a so important to you? I believe that Assemble the right team and for yourself, for your company, I think you create an environment marketing research company. make sure that you create those for your team. where people feel that they can He was working primarily for I think it’s very much a philosophy. leadership is about diverse teams. Taking a risk, contribute to the conversation And finally, I think a good fast-moving consumer goods I honestly believe that more sometimes, on talent that you and feel included. leadership quality is to be companies. This offered an diverse and more inclusive teams ‘future-proofing’ would like to accelerate, has Confident yet humble. opportunity for me to do some deliver better results. I’ve seen a business and to realise potential. In every If you hadn’t have trodden work during summer holidays. that in a number of cases. I think company, that’s the distinction this path, what would you What advice would you share Initially that was a bit of a chore, the tipping point for us has been its people between past performance and have done? with the next generation? but I really started to enjoy the defining everything around I&D future potential. Getting the I’ve never really thought about whole notion of how brands can as a philosophy as opposed to balance right in your conversation The most important thing I would this, I was just on this path. I very Frank, in our factory, and we influence consumer purchase a strategy, and that means if you is very important. And I think when say is try to be yourself. And be much enjoy it and never looked regularly meet together and talk decisions. And that got me into call things a philosophy, you can’t it comes to people management, happy with that. That’s also the back. Most likely, it would have about what’s on his mind. But he the food industry. Still today, opt out. We put the I before the D you learn every day. most difficult to do, because there been a very different field. It also tells me what he believes we I’m really fascinated by how because we said diversity can only are so many people who influence might be in the area of sports. can do differently and better as consumers define and decide thrive in an inclusive culture. We What does great leadership how you might think about I always said one day I would a company. what they buy, how they buy, when have articulated the philosophy mean to you? yourself. But it is so important love to be the chairman or CEO around ‘ Be yourself, Be valued to stay close to yourself, and they buy, where they buy it and If we want to become more The main thing is that, if you think of a football club. I’m from and Belong’ – we call it the also find an environment where how you can influence that across diverse and be a true reflection of about the definition of leadership, Rotterdam, and so it would have three Bs. that’s OK. the spectrum. society, it starts with diverse hiring. it’s all about showing the way to be Feyenoord. But I don’t think that’s on the cards. We focussed much more on We started to hire much more for and defining the path. In simple Also define what the world’s all inclusive leadership and tried to attitude, for what we call ‘cultural terms, I believe leadership is about, what you like and what identify what inclusive leadership add’ as opposed to ‘cultural fit’. about ‘future-proofing’ a business you’re passionate about. And means. One of the things was We now want to say well, what and its people. When it comes if you can find that sweet spot ‘skip a layer’. So don’t just talk can someone with his or her to leadership characteristics, I of doing something that you’re to your direct reports, talk to uniqueness bring to the culture of tend to focus on four, which I call passionate about and being able the direct reports of your direct the business? And I think that was the 4Cs. It starts with Curiosity. to be yourself, then I think that’s reports. What I found very pretty insightful. How are things working, why quite good. powerful was reverse mentoring. I’m working with the team leader,

48 INTERVIEW / LEENDERT DEN HOLLANDER 49 Have you had influential role What do you think are the models, and how important Companies which main challenges preventing were they to the development are diverse are more further progress? of your career? successful and there’s Many of us in senior roles have Hugely, especially women. I had come from a life of privilege Johanna an opportunity to interview the enough research to whether we are aware of this or four female board of directors not. So actually starting with some from Coca-Cola worldwide. Oh, back this up training to help us recognise my goodness, they were the most this and what life can be like for Dickinson inspiring women I've ever come other people was an important Why is diversity and inclusion across. Their determination to place for us to begin. There are important to you? Johanna is HR Director, succeed in their own way and be other barriers too like the time KP Snacks true to who they were, was truly I'm the only female in the investment, and of course money encouraging. UK executive team. I'm very for example to run multiple aware and conscious of that workshops across the business. Sarah Schol, who was HR VP at position, and I feel like I have a Also keeping this a priority, Coke and my former boss, was responsibility to the rest of the particularly since the results are also great. She was the one who KP business to make change. I not necessarily that quick. really showed me what coaching also believe companies which are is about. And at first it used diverse are more successful and What changes would you like to frustrate the hell out of me. there’s enough research to back to see in the sector? Because I'd often go to her with this up. a problem and I'd just want her Outside of diversity? It’s to tell me the answer. And she'd In order to enable a diverse sustainability — I would love to I’ve got quite an unusual experience. I studied in my own but also the brand and the culture be like, “Come on, right, what are organisation for the future, we see how innovative packaging background because I left school time to achieve a degree-level side as well. I was head-hunted your options?” It’s something I have to start right back at the can get in terms of fully closed at 16. I had decided I wanted to qualification in HR (CIPD) and I out of Coke. I was a bit reluctant now do with my team. beginning, recognising what loop recycling opportunities. My be a figure skater, so I picked up a haven’t looked back. to leave because it’s such a inclusivity is, how it feels and mother is always asking me when full-time job at my local Pizza Hut brilliant organisation, but I’d we're going to be able to make a However, the opportunity to What do you find most what it’s about. It needs so to fund the skating. But, actually, missed out on a couple of director fully recyclable crisp packet. I say, progress in HR was limited in rewarding in your job? much investment. what I discovered was that the roles so took a brave leap. And to "We’re working on it, mum. It's London, so I went to Air France work was really good fun. come to KP Snacks as HR Director I like the fact we have a product not so easy to do.” looking for a real shift in industry I've got a plan. Or what I should five years ago was a huge step, and a brand that I am passionate say is we’ve got a plan. Rather I skated for a couple of years. and culture, and got both. Then, you know… I think through my about. I don't know if I'd feel than it be HR-led, it will be organic If you’d had a different career, When I got to the age of 18, the when an opportunity came up to career, people have just taken a quite the same if we were through our people. I want to what would you have done? current Olympic champion was work at Coca Cola, I just grabbed bit of a punt on me and I have producing something that doesn't leave KP in a better place than 14 and it occurred to me that the it. I thought it was a dream job. Well, if I’d had a bit more talent worked really hard to show them mean anything to me. I love when I joined it. And we want to best female skaters were getting I had found what I really love in and started earlier, I would have they made the right decision. the dynamism of it – the fact focus on inclusion, in particular, their technical ability before terms of the fast-paced element, perhaps been a world-class figure that we're present from brand because we think if we focus on they grew. skater. I have left that dream by creation all the way through to the inclusion, then diversity will the customer. Snacking is a really the way, but I still skate for fun and Around that time, Pizza Hut more likely happen. We want KP enjoyable business to work in. enjoy teaching my goddaughter offered me a place on a to be an organisation that people We know that being the biggest and my children whenever we can. management development choose to work at because of its snack manufacturer in the UK programme. Within seven years, I culture and this includes being may not be achievable; our goal was a restaurant general manager inclusive and diverse. is to be the favourite — we want with a team of 30. people to smile when they think I moved to Gap after that as a of KP because of our products store manager, then as HR store and our people. Recent customer manager for the Oxford Street feedback through the Advantage flagship store which we opened Group Survey and our employee in 1999. Gap were great, they survey results show we are saw potential and gave me the achieving this. opportunity in a field I didn’t have

50 INTERVIEW / JOHANNA DICKINSON 51 Secondly, they have a distinctive Why is diversity and inclusion I’m particularly proud of what and motivating strategy that important to you? we’ve done on mental health. people can mobilise behind I was staggered that the single Because everyone deserves a in a way that doesn’t rely on biggest cause of absence in chance. I didn’t receive a good hierarchies. Nestlé is mental health. So education. My family lived in we’ve been weaving mental a council flat, I didn’t go to a Gharry Nowadays, I think great leaders health wellbeing into a lot of our Russell Group university, but I need to go further and show programmes. Where we need to had ambition and ability. I know vulnerability. The best leaders do more is around race equity. what it’s like to feel excluded, to Eccles I’ve seen are the ones who show As one of the senior sponsors for experience racism and physical courage in the face of vulnerability. Nestle UK&I, we worked together violence because of the way that Gharry is VP, UK & Australia, with over 100 volunteers from Leaders also need to be culturally I look. But I was fortunate to be across our business to create four Cereal Partners Wordwide intelligent and empathetic – able to break out of that limiting areas of focus, which are i) Create they need to really connect with environment. I was given a chance an environment where everyone people. Great leaders create to prove myself by an organisation can thrive, ii) Build education places where people truly belong, that sponsored me to complete and awareness across the whole and when people belong, they my education and that’s why I company iii) Attract, enable & bring out their best work. believe companies should look retain a multi-racial talent pipeline beyond mere qualifications to and iv) Be a force for good in What advice would you impart potential. Talent is more than our communities. I would love to the next raft of leaders? skin deep. to partner with others to share Firstly, develop a curious mind. experiences and learn. I would encourage them to Have you seen progress My birth parents are from South Following 15 years at Kimberly Initially focussing on helping continue to learn and to problem around D&I? What changes to the sector America, although I was born in Clark, when the opportunity came school children to improve literacy solve. The second thing I would Definitely, I’ve seen significant would you like to see in five the UK. The marriage didn’t work to work for Wrigley I took it. It was and helping homeless people say is be competitive but choose progress on gender balance. to 10 years? out and I was reluctantly fostered a great move, after two years I was back into work and mentoring the right target. And lastly I would We’ve been spending a lot of time I think our consumers are looking and then adopted aged three. I promoted to MD where I learnt vulnerable adults. Today that’s advise getting a coach, stay sharp, educating around unconscious for companies to go beyond grew up in a normal working class a lot about the importance of evolved into partnering with be externally focused. Surround bias, mandating gender-balanced sustainability to restoring the family in what politicians would call culture from Bill Wrigley Jr. After FareShare & Marcus Rashford’s yourself with people who will tell shortlists and creating flexible health of people, places and a socially deprived area. Despite Mars/Wrigley, I was appointed #endchildfoodpoverty practically you it as it is. working arrangements that are the planet, to a regenerative that environment I did find two CEO of Muller Dairy and then helping food insecure families. So enablers of the future. business model. role models that really helped me: enjoyed three years working with yes, I find that being a force for firstly a businessman at church who PZ Cussons globalising their good is incredibly rewarding. We will be playing our part, built his business from nothing – categories across Asia, Africa next year Nestle Cereals with he showed me what’s possible; and Europe. Purina will be launching a wheat then secondly my headmaster was plan. We will be working with But then I met the CPW people, a significant influence, he coached Nowadays, I think farmers and authorities for better I didn’t realise that Nestle & and mentored me following a soil health – the ambition is to General Mills had formed this great leaders need rather serious car accident when get 50% of our wheat from a partnership in 1990. I really valued I was 17. regenerative agriculture model. that it combines the power of the to go further and And then later on in life, at big with the spirit of the small – it show vulnerability If you went back to the Kimberly Clark, my sales director was the entrepreneurial culture beginning, what career was a significant mentor. I’d risen that really attracted me. would you have had? through the ranks pretty quickly and he sat me down and said, What do you find most What does great leadership I would be a journalist. I think “Look – you’re 24, you have to go rewarding about your job? mean to you? words are incredibly powerful. back and finish your education I love the way that words stir I love the fact that the food and Great leaders operate on a emotions, they transform lives and get a degree.” He sponsored drink industry has been a force my move from sales into number of levels, firstly they through learning, they bring joy for good in many ways. For the create a desirable future, a through entertainment but most marketing, which was probably last 20 years, I’ve been involved the biggest transformation for me. compelling vision and invite you of all I love words because they with Business in the Community. to be a part of it. connect us to each other.

52 INTERVIEW / GHARRY ECCLES 53 Are there any particular is the number of mistakes you margin and centralisation. This challenges you’ve had to make. If you say, “I haven’t made model is all about efficiency, and overcome or learnt from? a mistake in the last six months,” that in turn reduces choice for then that means you’re coasting. the consumer. There are always challenges. I’ve made tons of mistakes, but I What’s quite interesting with the don’t think they define me – I see Things are changing now. Black Lives Matter movement is Wilfred them as great ways of learning. Technology has caught up with that, as an outsider – whether human nature. We’re working from you’re Black, whether you’re a What do you think the food home more, and small players can woman, whether you’re disabled Emmanuel- industry will look like in five now deliver their produce to our – it’s always a challenge. When I to 10 years from now? doors at a relatively cheap cost. talk to people who are thinking This diversity of choice was not Jones MBE about starting their own business, I think that supermarkets as we available before and I think it’s I tell them it’s an absolute street know them will not exist, because going to be really disruptive. Wilfred is a farmer and Founder, fight, and those that survive are they don’t make sense anymore the ones who can handle that. But – the physical journey, carrying Do you feel a responsibility to The Black Farmer if you’re Black, it’s even tougher. a basket around, selecting from use your success to promote Everything I’ve done, I’ve been an shelves and paying at the till. diversity? anomaly. I don’t fit into people’s I think we will probably see As a successful Black person I do expectations of a Black person, supermarkets become hubs get a lot of Black people looking or people’s expectations of a where people will collect their to me for inspiration. I know that businessman – and that’s been online shopping. if I see any Black person who has a challenge. And that has big implications succeeded, then they’ve had a But in my mind, a great measure for the food chain. The model really tough ride. So I believe I was born in Jamaica, and I’m who recognised my enthusiasm. television. I travelled the world of knowing whether you’re living we now have is a centralised it’s the responsibility of those of part of the Windrush generation He took a punt, giving me an making films about food and or whether you’re just surviving one – it’s about high volume, low colour who have succeeded to that came to the UK in the 1950s. initial three-month contract drink. But I always wanted to have help people who are trying to My parents settled in Small Heath, as a general runner. That punt my own farm. come up. I’m quite well-known in Birmingham, which is one of those kicked off a 15-year BBC career I realised I had to leave and start the food and grocery industry. But classic deprived inner-city areas in television: I went on to be I’m probably the only high-profile that felt really devoid of hope and a researcher, and then a my own business. So I set up a food and drink marketing agency, Black person that I know in it, so opportunity. I’m the eldest boy in producer/director. I feel it’s my responsibility to do a family of nine and we were very which launched brands like Loyd In the day, I was pretty well Grossman Sauces, Kettle Chips, as much as I can to help foster poor. My father had an allotment, more diversity. and this became my oasis away known because I made food Plymouth Gin and Cobra Beer. from the misery that surrounded programmes, and my boss was Challenger brands, which really fit As an industry, we’re really, me everywhere else. By the age of Peter Bazalgette, the man who into my personality – taking on the really far behind. If you look at 11, I had made myself a promise really started the whole celebrity- big boys. the supermarkets, for example, chef culture. People like Gordon that one day I would own my I ran that business for about people of colour are also buying own farm. Ramsay and James Martin, I stuff in those outlets. How many of gave them their first breaks in 15 years, and that gave me the money to buy my farm. It’s on those have proper representation I’m dyslexic – I left school at 16, at senior level? You’ll find very, hardly able to read and write. the Devon/Cornwall border, near Launceston. I did some research very few. So, there needs to be a I joined the army, got kicked lot addressed in our industry, and out, and then went to the local A great measure of and came up with the idea of gluten-free sausages and ‘The I think that the people at senior catering college, and enjoyed levels need to be doing a lot more working as a chef. I had this idea knowing whether Black Farmer’ brand. I thought the name would make a strong brand, to demonstrate that they are now that I’d love to work in television, you’re living or part of this new change. but I didn’t have the right even though research suggested qualifications or background. whether you’re just it was a bad idea. That’s where you need to have vision and I got a break, though, at the BBC surviving is the purpose – I went with it, and it’s Pebble Mill TV studios, where been going successfully now for I’d been doing casual jobs like number of mistakes 15 years. cleaning. I met Jock Gallagher, you make

54 INTERVIEW / WILFRED EMMANUEL-JONES MBE 55 I work in an efficient way: I series of workshops and lots of as privacy is of greater cultural focus on the things that matter, online learning we’ve stolen with importance. because, to me, making sure that pride from our US business. I’m I am spending the time with my really interested in how we drive a If you’d gone back to the kids and raising them the way I change that endures as opposed beginning and done something want is hugely important. to ticking the box. And that will wildly different, what would you Jana take time. have done? Why is diversity and inclusion I’m a qualified yoga teacher important to you? Coming from the US, is there as well as a lawyer so if I went Gaffaney a tangible difference in the First of all, it’s the right thing back, I would probably have way people are talking about to do – and that’s a core value started a yoga studio – which Jana is Legal Director diversity and inclusion? to General Mills. We all have a is very different from the legal Northern Europe, General Mills moral obligation to make the Our histories are intertwined but profession! But I love what I do world better, and that includes also different, as is the immediate and I like to try to blend things business. But personally, I’m background to the current together as much as I can so really motivated and driven by situation, and this informs the I’ve already taken it upon myself it because of my history and my debate. Culturally I think British to teach yoga to some of my experience. I was the beneficiary people are less comfortable colleagues over here. of a college scholarship that let talking about the issues. Whilst me go to a private university, in in general the US has some very part because I was smart and I significant systemic racism, at was able to qualify for it, but it was the same time, people are very only offered to people of ethnic accustomed to talking about racial minorities. That’s part of the issues. I believe that a lot of what parent. Growing up we received different type of legal practice. reason why I got where I am. It’s people experience here is under help such as benefiting from a It’s been an amazing experience. my obligation now to bring that the surface and talking about it free lunch programme but also While I was pregnant with my forward and make opportunities creates discomfort, especially primarily, I had the support of my third child, I was approached for other people in the way that family who really championed about taking on my current role others made opportunities for me. my education. My siblings and I in London and decided to seize the opportunity to experience all ended up being able to go to How are you personally driving private universities. life in Europe. In all, I’ve had a terrific career thus far and I the agenda at General Mills? Interviewing at General Mills was feel privileged that so many When I moved to the UK, certainly a watershed moment in things have fallen into place at I realised that diversity is my life. I started the role when I the right time – I’ve benefited approached very differently, was very visibly pregnant yet the from good fortune as well as my rooted as it is in the culture and hiring team at General Mills could own hard work. history of a place. Whilst our US not have been more welcoming business is very engaged in these I grew up in Minnesota, in and supportive of me – and so Has there been a particular matters and has been for some the American Midwest, as the I took the leap to join a very challenge in your career that time – for example through a youngest of five girls. After law you feel like you’ve learnt from very well developed network of school I clerked for a justice on the most? affinity groups – the UK was not the Minnesota Supreme Court I started the role The foremost challenge for me so advanced and I wanted to and then worked at a large US has been figuring out how to help translate some of that work law firm. I’m currently leading the when I was very balance having three children and and import the learning for our legal practice for General Mills in a family life with a demanding business here. Northern Europe and based out visibly pregnant yet career that I am committed to Our first goal is to establish a of London, but it’s been quite a and want to make an impact in. the hiring team at baseline: to identify the gaps, journey to get here. I’ve become quite the expert at blind spots and the good things prioritising, and now, ten years I’m an American with both General Mills could we can build upon. In parallel after having my first child, I can Mexican and European ancestry we’ve been working on upskilling not have been more see how that has impacted the and my mother was a single our leadership team through a welcoming way that I work.

56 INTERVIEW / JANA GAFFANEY 57 an Inclusion culture & broadening What advice would you give to than ever especially when we are our focus across a range of diverse the next generation of leaders navigating through ambiguous communities has really paid off. in the food and grocery sector? and difficult times. We’ve spent the last however many years The ‘what’ and the ‘how’ are I still think one of the hardest parts pretending we don’t have a equally as important. There are of I&D is that a lot of people find personal life and keeping work some brilliant people who are Catherine it intangible and think it is about and life separate and we can now excellent at delivering targets, but trying to prove the value and the move forward in a world where they don’t necessarily focus on business case when it goes so work and life are integrated, and how to achieve those results, they Gillespie much further than that and the we work more flexibly than ever. don’t necessarily focus on having a immeasurably positive impact it We’re also being forced to face up healthy culture or what behaviours Catherine is HR Director and can have on creating a healthy to societal issues that have been are important, don’t lead with culture and employee experience under the surface or not impacting I&D Lead, Coca-Cola European empathy etc. When you find a as well as improved engagement. everyone and with the whole Black Partners (CCEP) in GB leader that can do both, it’s such Another huge learning has been to Lives Matter movement in 2020 a strength and a rarity. listen carefully for who is quiet in the conversation has changed and the organisation, who potentially Curiosity is another one. If you we are able to focus on ensuring doesn’t feel included and how you only stay in your lane and focus all groups have a voice and are can build trust to understand any only on your topic, you’re going to able to be treated equitably. It’s a remove systemic barriers that may miss out on the world of learning. journey but well, you know, 2020 be in place. You can’t do this if you Have your eyes open beyond was the year that made people aren’t going out of your way to the role you’re doing. The world stop, listen and work for change. really listen. is more different than it is the same, and the next generation of If you hadn’t had your career, even had experience of other At the same time, we have really How important have role leaders will be able to lead and what would you have done? markets. Each of my roles here has evolved the culture more broadly models been in your career? manage that difference. genuinely felt like a different career in the business, we are very My family always said they thought Really important. I have always providing an opportunity to work frontline and customer focused, we that I would’ve been a human looked at high performance role What’s been your with different business functions have moved away from a formal rights lawyer because I am known models to learn from how they biggest learning from the – it’s been a privilege to be able hierarchical approach to being to “passionately” campaign for operate. Someone taught me Covid-19 crisis? to have that all under one roof in much more open and people are causes I care about and make a lot years ago to go shopping for role an organisation that is constantly encouraged to share their views If 2020 has proved anything, it’s of noise when I don’t think people models and mentors, so you can evolving. on the things that will move the the importance of connection are being treated fairly. I think it’s have a diverse group of people to needle. We talk a lot about having and belonging. Leading with too late for that career, but those look up to and learn from. I look How have you seen company a ‘progress over perfection’ growth empathy, openness, listening values are just as important today for different people from whom I culture change? mindset, and an informal culture and flexibility is more important as they were growing up. can take different things. I don’t that allows people to say, “let’s We have made more progress in think it’s necessarily a hierarchical As People & Culture Director and have a go, let’s try”, which really the last four years than we have in thing. I have a few reverse mentor I&D Lead at Coca-Cola European makes a difference. Partners (CCEP) in GB, my passion the previous ten with Inclusion & relationships and we both feel Diversity. Previously we have been like we are mentoring each other, lies in people and the difference What’s the biggest challenge more singularly focused on gender one guy in particular I learn so they can make as well as bringing you’ve learnt from? together company culture and diversity, we weren’t able to create much from him, because he’s business strategy. I’ve been at meaningful change because we It would certainly be around completely unfiltered and I can see CCEP for a long time. I began in were only talking to small parts of Inclusion and Diversity. We the organisation through his lens. an HR position in supply chain the organisation. We have been on had a very successful women’s Role models give me energy and and told myself I’d stay as long as a journey over the last three years network that was enormously I intentionally engage with those it was interesting – and that was where we are living our philosophy popular across many our female role models to help with my energy two decades ago! I have worked of ‘Everyone’s Welcome to Be employees. But we decided to when I need to, and I encourage across most parts of HR, including Yourself, Be Valued, Belong’ which change it because we realised we other people to do the same. L&D, Management Development, creates an inclusive culture and has were not changing the culture. Organisational Development, made it a conversation for every It was a difficult choice to stop Talent Acquisition and various single employee to be involved in. doing something that was so Business Partnering roles and highly valued but switching our approach to focusing on creating

58 INTERVIEW / CATHERINE GILLESPIE 59 and as soon as you talk about in online. Finally, get a sense of a The more you can inclusion, then you are thinking company’s culture by preparing about diversity of thought, and it properly, by understanding mix up teams, the is diversity of thought that really the company strategy, and by more you can stop benefits teams. researching online. Rita groupthink, and For you, what does great Why is inclusivity or inclusive leadership involve? thinking important for you as benefit from a wider a leader? Greenwood range of creative For me, there are three elements: I was often the only woman in the First, it’s about being able Rita is President, Europe, Middle East solutions •  room and if I had not had those to make a judgement call. doors opened, if people had not and Africa, William Grant & Sons That doesn’t mean you need invited me into the conversation, to make quick decisions but in how he led meetings and I would not be sitting here now. rather that you need to make said things you probably can’t If people feel excluded, it is timely ones. say now, but the way that he not only wrong, but can lead to included me made a difference • Second, while it’s vital to have individuals feeling disconnected, and enabled me to make an confidence and belief, you can’t and ultimately disengaged. impact. In every discussion, he know everything, so you have If you hadn’t had this successful would ask, “Right, kid, what do to be able to say that you don’t path, what different career you think about that?” If he didn’t know. You have to be able to might you have tried? think I was involved, he would admit vulnerability, because if ask what I thought. He gave me you don’t, you will not benefit This is easy: I would have loved those markets over the years. stop groupthink, and therefore the confidence to speak and I’ve from the knowledge and to have been an actress. If you When I look back it is incredible benefit from a wider range of always remembered that. insight around you. are going to do it, you want to to believe that I have been in the creative solutions. be the best – so I’d have loved drinks industry for 18 years as well Would you say inclusion • Last, the ability to be able to be an Oscar-winning, Bafta- This sentiment also directly relates as fitting in having two children. breeds diversity? to trust and empower your winning actress. During that time, I’ve been a to my passion for developing teams is vital. people. I completed an I was giving interviews to the trustee on The Benevolent (Drinks German trade press about our Any final advice? Trust) charity, and have been Non- accreditation in coaching which What advice do you have for new company in that market For anybody trying to establish Executive Director on a number has helped me to effectively future leaders coming into the recently, and one of the questions a diversity and inclusion agenda, of our boards in different markets. support and lead people. This is business? the part of my role I enjoy most; they asked was: “As a woman in please make sure that you I was also on the Scotch Whisky Start by looking at how the working with senior leaders within the spirits industry, what do you speak to people within your Association council, representing industry is changing. Try to the team and helping them to think about gender balance?” I organisation. Yes, get expert help, William Grant & Sons. understand the way people achieve their ambitions. answered by saying that actually I but it is vital to engage the team, do not think it is about the gender shop and consume. Then, When I was promoted to the who will be aware of the internal agenda. I think that narrows the think about what is motivating Executive Board, I was at a How important have role challenges and opportunities that conversation about diversity and you as a consumer or as a conference and somebody models been to you in lay ahead of you. At the start of my career I had inclusion. What you have got shopper. Try to understand the asked me, “Now you’re on the your career? a fantastic time at Nestlé, to be talking about is inclusion digitalisation agenda, the growth where I got what I’d call core- Board, what’s the thing that you I remember one of the first role skills education: marketing, want to change?” I said, “I want models to impact me was when I category management, sales to make sure that I’m creating had a Tesco account management and negotiation. Then I started opportunities for everyone to role. I was the only woman in to focus on sales, commercial, be able to do this.” I wanted a team of what seemed like a and P&L management, and to encourage the idea that you lot of older men. Actually, they really loved that. don’t have to be a certain type of were probably mid-30s, but I person to get to Executive Board was in my 20s. This leader was After three MD roles at William level by championing inclusion. fantastic. In the first meeting, he Grant & Sons I was asked to join We need diversity of thought in all said to me: “Rita, come and sit the Executive Board in the role organisations. The more you can at the head of the board table.” of President. This is an ideal role mix up teams, the more you can He was a little old-fashioned as I have a lot of experience in

60 INTERVIEW / RITA GREENWOOD 61 Is there anything you do as a particularly the meat industry no you but also someone to use as leader to encourage a more two days are the same, so you a sounding board. inclusive or diverse team? need to be flexible and resilient. We are seeing a huge amount If you hadn’t had this career, Make our business an aspirational of burnout and issues around what would you have done? place to work, attract and mental health. For me it’s all recognise talent. Ensure people Pursued my career in art as Rachel about balance, never easy to feel safe, included and are a fine art valuer at Sotheby’s achieve but critically important to developed and motivated. or something in sport. putting things into perspective Organisations also need to Griffiths and ensuring that you look recognise the importance of a after yourself. Rachel is Joint Managing Director, diverse set of role models to It is really important inspire their workforce. Dalehead Foods Have you had role models that you’ve been able to look up to? to have someone What advice would you give to that next generation I have had a number of people who inspires you but coming into their careers now? who have supported and mentored me at different stages also someone to use Treat everyone as you wish to be in my career. It is really important treated. Ensure you enjoy what as a sounding board to have someone who inspires you do. In the food industry and

In all honesty my childhood last few months when people have together to make our industry aspirations leant toward the reconnected with food and given more inclusive. We need to create artistic world, so perhaps the more thought to how it’s prepared. an atmosphere where everyone food industry wasn’t the most Bringing friends and families feels valued and included. obvious career choice! Coming together sharing a meal, has, I Initiatives such as Meat Business from a farming background, believe, been a positive outcome. Women have been fantastic and food and its marketing quickly we are working hard within the became a vocation. My career What took you into the industry Worshipful Company of Butchers at Waitrose provided me with in the first place – what was the to encourage more diversity. a fantastic platform, instilling attraction? What do you think are the most values of respect and humility. After graduating from Harper obvious benefits from having a Moving to the food service Adams University with a BSc in diverse workforce? industry in the late 1990s gave me Agriculture and Food Marketing I an opportunity to build on the started to become very passionate The biggest benefit is diverse processes and principles learnt in about food and its journey to thinking. We want the variety in retail. I enjoyed the commercial our tables. ideas and perspectives; increasing focus and annual tender process. I creativity and driving overall have been lucky to work for some You came back to the meat business performance. great organisations, ABP, Moy industry and noticed a Park and more recently Dalehead significant change from a Foods and most importantly with D&I perspective… some fantastic people. The food industry and more particularly the I am pleased that I am no longer meat industry has weathered many the only women in the room storms and its been tough at times but there is still a long way to but I feel very privileged to work go, this applies to all elements in this industry; particularly in the of diversity – we need to work

62 INTERVIEW / RACHEL GRIFFITHS 63 What has been your focus on diversity & inclusion? When the Black Lives Matter movement rose, it really started a conversation in our business. Amelia Everyone who had a story they wanted to be heard used their voice, and we wanted to provide Harvey a platform for them. We listened a lot, and thought, “What are we Amelia is Co-Founder, doing across the board? Where can we learn and improve?” The Collective Our HR director set up a diversity and inclusion team for anyone that wanted to join, anyone who was passionate about getting their voice heard. We have started to run team-wide workshops on inclusiveness and perception, and that’s just the start. We’re looking at ways to learn and improve across the business. Some were collaborative, others I think being flexible is probably a I was born in England, but moved I went to university in Glasgow, and bolder than we dreamed it were directive, but all were part of being an entrepreneurial What are the main challenges to just outside Glasgow aged six. did marketing and loved it. I could ever be. juggling having a family and a big business anyway. And that’s to making further progress With an English accent – and I’m then worked for Kellogg’s as a position at L’Oréal. Working with fast-tracked for us over the on D&I? a quarter Pakistani, so I’m a lot graduate in field sales role. After How important and influential them made me think, “You know, last year, because we’ve just darker than your average Scot – I a year and a half, I joined the have role models been? it is totally possible to do this.” become a B-Corp. It gave us lots FMCG doesn’t feel as diverse as other sectors. We work in had quite a tough time at school L’Oréal commercial team. You There’s been some stand-out of opportunities to do more – Huckletree, which is a shared for appearing to be different. work hard, play hard and there people along the journey – the What have you seen as think about volunteering, think office environment, and you can are opportunities to progress sales director at L’Oréal, David some of the main enablers about enhanced paternity leave, I didn’t feel like I excelled. I was at see way more diversity in different really quickly. Wells. He is an industry legend, for inclusivity, flexibility and maternity leave. We wanted to be a private school that celebrated sectors. It might have something and somebody I’ve learned from supporting people? able to create a business that is those who performed well, and Four years in, I saw an advert for to do with the industry we’re and admired hugely. James not just about profit – but one that really ignored everybody else. I Gü to run the sales team, and got We couldn’t afford a full-time in – we seem to be a bit stuck in Averdieck, the Gü founder, an does good and that has the team threw a lot of my time into horse the job. As a young leadership marketing director. We took a rut, and the way we go about amazing out-of-the-box thinker is and our community at its heart. riding, and then went on to be an team, we had the most amazing somebody on three days a looking for talent hasn’t changed eventer and represented the West four years of building that still a really good friend of mine. week, and that allowed them What advice would you give dramatically over the last decade. Coast of Scotland. That was where business. Gü was later sold to to balance their time with their And then Mike Hodgson, who I to the next generation? family, so that worked really well I put my energy. Noble Foods, so we all went off launched The Collective UK with What would you have done for us. From taking on people When I interview graduates and did different things. and who sadly died in 2015. It if you hadn’t had this career? I grew up around business and either as consultants and buying coming into the business, the felt like I always had a bit of a entrepreneurialism because And I met Mike Hodgson at that in expertise to the business, to thing that shines through is their Well, one of the things that I have safety blanket with him by my my dad had his own business. point. We just got on so well, employing people like office curiosity. I would say curiosity really love doing over the years is side, I realised that when he was we decided to work together. managers that are working around is probably one of the biggest house renovation. I’ve done two no longer with us. He taught me And that’s when we met Ofer school drop off times – to just strengths that you can have. This or three houses as I’ve moved so much. and Angus, the founders of The flex the opportunity for the team. is the sort of growth mindset that around. I’m just renovating a We wanted to be able cottage in the Cotswolds at the Collective in New Zealand. And All the general managers that We’ve always done an early finish I try and promote with my eight- moment. It’s complete creative to create a business that’s where The Collective UK I worked for at L’Oréal were on Friday to allow people to make year-old son. escapism. I’ve found painting to story begins. Those early days women — very strong, very choices, have a longer weekend be a very calming and mindful that is not just about were probably some of the determined women. and travel earlier. most fun and exciting creating experience, when I’m not getting profit – but one that something from nothing. It’s been it all over me! does good quite a journey. Now, it is bigger

64 INTERVIEW / AMELIA HARVEY 65 So diversity in that sense is Talk to us about inclusivity. really important, but it doesn’t necessarily mean gender diversity, Inclusion is a subject I really or religious diversity. The more believe in, I think it’s needed to diverse your views, the more deliver alignment. You have to you look at things from different have an aligned workforce to be Shelagh angles – inside, outside, different able to drive the business forward. perspectives, all of those things. I was thinking to myself, why do I Hancock What does diversity mean? For feel so strongly about inclusivity? the first few years, I really needed If you think of my upbringing in Shelagh is CEO, First Milk dairy expertise. So, could I bring Northern Ireland in the 70s, we diversity from other places? Not had separate schools, separate really, I needed people who knew places of work, and separate what this business was about. social areas, pubs and housing The biggest driver for inclusion areas. Everything, largely, was is people understanding why. Our industry – and even our segregated. And I left Northern Why are they here? Why are we business – is very traditional. Our Ireland because I didn’t like that doing things? What’s your role sites are not in very multicultural environment. I didn’t like the fact within that, and how do you environments, therefore their that it was not inclusive. I love make a difference? workforces tend to reflect the Northern Ireland, all my family local community, which isn’t still live there, but I never was Mental health is another area very diverse in terms of culture comfortable with the exclusion where you can easily find or background. Being site and that existed there. For me, that exclusion. And it’s a big problem for society, never mind the I come from a big family of seven which took me into general factory orientated, it’s largely element really runs deep: I didn’t Inclusion is needed industry. I find that it’s like talking children, and I grew up in a home management. I became an MD, a male environment – we have like exclusion then, and I don’t to farmers about succession where it didn’t matter who came and then later chief executive, about 80% men – but, at our head like it now. to deliver alignment, planning: having the conversation to the door, they had to be fed. I which is the role I’m in now. office, it’s probably more like 60%, I believe in treating people in a is the most difficult part. Once grew up in Northern Ireland, but and you have to so the balance shifts. But I don’t way that’s equitable. Everybody you’ve had the conversation, have lived in England for more We work long hours, as many go out specifically looking for comes together for the greater you’re on the road to do than 30 years. I came to university, people do, but I always say to have an aligned different types of people. good. Our vision is “Together something about it. did agricultural biochemistry and people in the business: you have to enjoy what you do. And if you workforce to drive we’ll deliver prosperity”, and nutrition, then I did a master’s in that word, ‘together’ is probably What advice would you give to animal nutrition. So I entered the don’t, you’re not in the right job. the business forward I’ve never stayed in a job where I the biggest thing that I refer to the next generation of leaders? food industry very much from the whenever I talk to people. agricultural side of the supply didn’t feel that the atmosphere or They need to be really good chain. I worked in that sector for the culture was the right one for Working in such a male- at change management, and about 10 years, largely with farmer me... Life’s too short! dominated industry, what do really good at speed, pace and cooperatives. you think the main benefits adaptability. Have eyes in the When you first started out, would be from the dairies back of your head, and think I wanted to go further along were there many female becoming more diverse? strategically and carefully about mentors for you to look up to? up the supply chain, so I did a I don’t believe in positive what’s ahead. Never believe postgrad diploma in marketing, In 1990, we went to a trade dinner. discrimination as such – I’m something is not possible. which I think was a good bridge The speaker after dinner stood up a real believer in hiring the for me to come out of the and said, “Good evening lady and right person for the job. I think If you weren’t doing this today, agricultural supply chain into gentlemen.” I looked around and women generally have a different what else would you have done? food. I worked for Glanbia, which I thought, my God, I’m the only management style (but that’s I’ll tell you what I would be doing: was an Irish cooperative, went woman in this room. It’s moved not to say that all men have a I would be doing something that to Milk Link and worked across on tremendously since then, but particular style, either). To me, I absolutely believe in and that many different business functions. it really was a world of men. it’s about different mindsets and I’m passionate about. I’ve no idea I always looked for opportunity. different outlooks. what it would be... but put it this I went to commercial roles – way – I’d have my feet firmly on trading, procurement – and then the ground – I have no dreams into business unit management, of going to the moon!

66 INTERVIEW / SHELAGH HANCOCK 67 The reason I try to encourage What do you think makes If you could choose any job, diversity is that link all the way a good leader? what would you be doing? back to my childhood and You don’t have to be this larger- Leading a travel company or an value system. A team with the than-life caricature to be a airline or something, so I could best talent, built on different leader. Charisma comes from go all round the world. But I’m experiences, with diverse competence, and you get listened not sure that’s a good pick now! Andrew perspectives on the issues facing to if you’ve got something to say. the business, should provoke a A good leader can listen to their better outcome. Higginson team’s view, but also understand the benefits and drawbacks to Have there been mentors that each different approach – and Andrew’s portfolio of NED roles have enabled you to take the then choose the right one. The next step? includes Chairman of Wm Morrison general rule is, if you make the Supermarkets Plc No question – I think having good right decision 70-80% of the time, bosses is a big part of getting on then the business will do well. in your career. A good leader takes their team I was very lucky. My first mentor with them by listening to them was a guy in Hong Kong, John and taking on board their ideas. Kedzierski, who was my first A good leader has got the boss in a real operating job. I confidence to know that having was responsible for accounting, someone incredibly strong all the finance side, the IT side, working for them will make them distribution, what Unilever called look better, not weaker. A leader’s I’d done a vocational degree in But I found that I was probably a “Commercial”. job is to try and strike that balance Town and Country Planning, at bit more comfortable in my own between maintaining standards Birmingham Poly. So I was all skin than I expected. and disciplines, but also getting set to be a bright-eyed, bushy- people to enjoy their working life. tailed town and country planner. Why is a diverse and inclusive I think having good But I managed to stretch it out workforce important to you? by doing a year on the Student I’ve always tried in my own bosses is a big part Union. And that gave me a real business life to look for people of getting on in taste of responsibility. with talent rather than look at I got a bit disillusioned with people superficially. And one of your career town planning, so my dad said, the things I’ve liked most about “Well, why don’t you go into retail is that you gain respect business?” and I didn’t really know by what you do, not what you I was 27 and had only worked what that meant. I didn’t know say and how you say it, or which What was your pathway into in Head Office. He was anybody in business. I just started school you went to. Grocery is food and grocery? tremendously patient, thoughtful applying, and he says, “Oh, all quite good at promoting people and helpful. He was marketing My parents were older parents the accountants seem to do quite who get things done as opposed and sales by background, so was and my dad had fought in the well at our place, so why don’t you to people who make interesting able to teach me a lot. He was war. Equality of opportunity was try doing accountancy?” So I did. observations! able to give me the confidence always the thing I was brought It was kind of a last-minute thing The benefit of diversity is better to do the job. Having him up on. Not equality of outcome really. Serendipitous. decision making. You know, at was fantastic. (not everyone can be the CEO), It felt quite alien at first, and the end of the day, businesses but give everyone the same I think having good bosses is a quite intimidating. I was the odd win or fail if their teams out think opportunity to fulfil their potential. really important part of anyone’s one out! My peers were all from the competition. I believe that a education. And to have someone Coming from a pretty ordinary top-end universities. Someone more diverse management team who’s prepared to give you a leg working-class background in who became a great pal of mine will produce better outcomes, up as opposed to a push down is Lancashire, I got the benefit of had done nuclear physics at and having a diverse executive is a very important distinction. going to grammar school, and Manchester. I wasn’t too bothered vital – much more important than that was my route out of Bury. in the end, I made my own way. a diverse non-executive team.

68 INTERVIEW / ANDREW HIGGINSON 69 If all of us were straight off the production line, we would only make one product; but the world is a garden in which many different flowers grow, and we want to bring the beauty out of as Joanna many of those flowers as we can.

Are there any companies or Jensen individuals that you personally admire? Joanna is Founder and Chair, In my industry, the standout Childs Farm has to be Anita Roddick: she changed conscious thought about cosmetic products, championed sustainability 40 years before and told us they would work It’s not for everyone, but in any anyone else, and made around the clock to support us we challenger brand disrupting sustainably sourced ingredients still work with. Those who didn’t: an industry filled with big, the heart of her brand. If I can we don’t. international competitors, you’ve even begin to pick up where she got to have people who are high left off, I will be extremely proud. achievers, riddled with ambition, What do you enjoy most about what you do? have a positive attitude and have If you hadn’t have trodden this the same common goal as you do. Prior to setting up Childs Farm, So in 2011, I hooked up with Tom In 2014, we got our first National It has to be all the letters, very successful path, what else postcards and poems that we get would you have done? my career background was largely Allsworth, owner of Contract Listings in Waitrose and Boots, Looking back on your career from people who say that we’ve Investment Banking, both in Hong Manufacturer Medichem which was wonderful but took so far, what have you learnt Whatever it was, I would have changed their lives because we’ve Kong and then in London. International, and founder of the place whilst I was in the middle from most? been very busy! highly successful Revolution make of a divorce, we were selling our helped them with chronic skin It was when had my first daughter, up brand. family home, I had two young The biggest lessons came when conditions. I’ve always said, “I I have been working with Riding Mimi, in 2006, followed by Bella girls to look after, and then I was we had two PR spikes in 2017 want to sit in my rocking chair in for the Disabled (RDA), one of in 2008, when the idea for Childs He and I were immediately rushed to hospital with a tumour – and 2018. my old age knowing I’ve made a our charity partners, for years Farm came about. Bella had aligned on what I was trying to life was slightly fraught to say the difference,” and I think I have. now so I would have liked to do terrible eczema, and was allergic achieve and the space I had I remember the first, sitting in a more with them. Again, RDA is least, but bizarrely working flat out holiday house Cornwall with family to absolutely everything, yet I discovered in the kids toiletries on Childs Farm kept me focused. How important is diversity and all about inclusivity – anyone can couldn’t find anything on the market, and in a Little Chef on the watching the orders coming in to inclusion to you as a leader? achieve anything – and for that our D2C, and all of us had a drink market that could help with Bella’s A303 our relationship began! Fast forward to 2019, and we The basis of our business is that reason, working with Paralympics skin problems that didn’t involve became the number one brand every time we did a thousand GB would be inspirational. What I had a very steep learning curve everybody’s skin is different. We steroids or other harsh medicinal in baby & child toiletries in the pounds of sales! At £26,000, both organisations do is utterly, – I hadn’t worked in Retail or don’t want anyone with skin issues treatments. Having been brought UK. And then in July this year, we the penny suddenly dropped, unbelievably incredible. All I know FMCG before, and I thought to feel left out, and that ethos up with homeopathic remedies launched our adult range for dry and I thought, A) we don’t have is that I would never have worked you just turned up at Waitrose really permeates everything we and natural medicines, I thought and sensitive skin, Farmologie by enough stock, and B) it’s going for someone else; I just love having head office with some samples do. We offer solutions to every it couldn’t be that hard – so I Childs Farm, in Boots. to take us weeks to get these the freedom to make live my and were automatically given orders fulfilled! skin type, and we are an inclusive decided to do it myself. brand. Our business must operate dream, and empower others to a listing! I had also totally What does great leadership This situation taught us many in the same way. The business live theirs alongside me. underestimated the costs of mean to you? producing toiletries products, things but mainly that we case for diversity is very clear – and was trying to produce and Leadership is about inspiration; had to join the dots of events when you have a real diversity Leadership is about market products on an absolute inspiring people to give more pretty quickly, act quickly, of backgrounds and diversity inspiring people shoestring and learning on the than they think they have in them, make decisions quickly, and of thought, it gives you the job, but I had amazing products, and to do that you have to lead communicate effectively. It also intelligence and skill to make you to give more than buckets of passion, common by example, with passion and showed us which people and a better, more inclusive business. sense and a total belief in the fact with excitement. suppliers were aligned to our they think they I would succeed. ambition: those people who have in them congratulated us on our success

70 INTERVIEW / JOANNA JENSEN 71 Have there been any specific What do you think are the And I said, absolutely no way, learnings in your career that main barriers preventing I’m making that change. I’m not have moulded you as a leader? further progress on D&I within financially naïve, of course, you the sector? need to be able to find a way. But I think, on a positive note, I if you see a gap in salaries for one really try to be authentic in I think fear of change, because if gender versus the other, for no the workplace. It always came you were to look at most decision Paula apparent reason, as a leader, it’s naturally. And I don’t mean that makers in organisations, they’ve your job to fix that. purely in a positive way, I think usually got quite a few years’ Jordan some of my peers probably experience, they’re a certain I remember having a similar positioned things to their bosses profile, certain background. So, conversation about maternity Paula is Managing Director, and their stakeholders in a more their world is being challenged by leave. I just felt like the right UK & Ireland, Mission Foods of a polished way, while I’ve people who have got a different thought processes weren’t always been very transparent and perspective, and a different way of going into it. very open. And that’s just part of making decisions. my DNA. And I suddenly realised It’s not a PR campaign about D&I, that this notion of authentic But, I guess, fundamentally, it’s about adding value to people’s leadership was going to be people don’t always want to lives, to people’s businesses, something that I could leverage as change, do they? You’ve got to making it better for society. a positive. know why you should change, and you’ve got to want to When you think about the And I think on a more change yourself. food and grocery sector, what negative note… I have been changes would you like to see You only have to look at the noise on the receiving end of some in the next five to 10 years? unacceptable sexism. And that around the gender pay gap. I I come from a very traditional people can make their choices I think more inclusion and diversity was quite challenging. I’m sure it can directly remember looking family. I’m the third of four without judgement, I think that at all levels. It’s one of those great When I chose to go still goes on now, of course, but I at my team and their salaries, children, my father was the will be a better workplace. And I’d areas that should come from the hope that people feel that it’s less and making a recommendation breadwinner and my mum stayed into the corporate like to think that ultimately, I make bottom up, but also has to have acceptable. based on gender pay gap, and at home. But there was a spirit in world, I felt like I was some contribution to that. being steered by my HR colleague frameworks in place that can the family around doing your best, maybe not to go as far. facilitate and enable it. and being rewarded for doing following a path that What advice would you give to your best. There were never really the next generation? I’m hoping we’re going to have a more sustainable food and any obstacles in our way. had been walked I do think that they should grocery world, and I’m massively embrace the journey a little bit The notion of gender inequality mainly by men passionate about plant-based and more. Sometimes they can see struck me quite hard, and I was a flexitarian lifestyle. I don’t think the pinnacle, but I don’t know quite dissatisfied by it from a very it’s just about what you eat, it’s Deep down, I wanted to challenge whether they can see the climb. young age. When I chose to go about the choices you’re making. into the corporate world, I felt like some of the values that I was You learn from every experience, I was following a path that had brought up with, that the men and even if you don’t like it, you If you hadn’t had taken this been walked mainly by men. went out to earn the money and build resilience, or you learn what career path, what would you the women stayed at home. And you might want to do next. have done? I learnt my trade at Coca-Cola, when I got into corporate world, and then moved into more senior I saw lots of my peers getting to Understanding where you want I think I would have been working roles to prove that you can be that middle career point, making to get to is really important. But with an organisation single- a strong female leader. When I a choice to spend more time with thinking about that learning mindedly focused on helping became a mother to two girls, it their families, and then finding agenda is also critical. You need women, whether that’s because was a real defining moment for it very difficult to get back in the some life experience, so go and of their background, their race, me, where I realised I wanted career world. get that, and then come back to their gender. It is something I’m to not only be a role model, but it. Don’t think everything has to passionate about. also leave a legacy. And I guess My aspiration is that that decision happen today. I believed that you could make is as valued as staying in the a powerful difference if you workplace, for both men and changed things from within. women. It’s not just about women. If we can get to a culture in which

72 INTERVIEW / PAULA JORDAN 73 me – it’s about the team and it’s What has been the biggest out to talk to them. I guess I was about the business, the values, challenge during your career? approachable and always made the purpose & culture within. I time – my answer was always the Staying true to myself and like to listen & talk to people, I same, I’m not superwoman but my value set in a very male like to spend time around the I do believe in myself and keep dominated working environment. business – culture is so important telling myself I can do it and All too often women leaders are Aisling to me and as a leader I care somehow I do! expected to ‘behave’ in a certain about the people who work in way; I’ve had an experience in the the business. And the other thing The culture in Billington’s past where one particular leader Kemp is communication. My view is, became very much around wanted me to be ‘harder and let’s share with people how we’re progression, nurturing talent more aggressive with the team’. Aisling is ex-Group Commercial doing, let’s share with people within the businesses and we put Essentially, I was told to be more where we’re going. Because the a mentoring programme in place. Development Director, The Billington like some of the male leaders in reality is the more you invest I do believe that mentoring done Group & currently a Director of the business at the time & I found in your people, the more your well can pay dividends in the long that very difficult as it’s not the Team PAK Consulting Ltd people will invest back in you & run. A culture of inclusion where its way I operate. It felt very alien to your business. led from the top will automatically my value set. I tried it and it failed, bring diversity into the business in miserably, with the team and the What kind of D&I measures, any case. Like a lot of businesses results that followed because it or initiatives have you Billington’s recognise there is still just wasn’t me. It taught me a benefitted from personally? more to do and are working on valuable lesson, stay true and be further initiatives now to make D&I I’ve benefitted from having some your authentic self! part of the DNA of the business. really good mentors that I could I’ve been in the food industry On behalf of the owners I led the Group in my Executive position at talk to about how I was feeling. In terms of your time at If you weren’t doing this job, for more than 26 years. Whilst sale of Bar Foods to the Billington the end of last year and stayed on We all know that women can Billington, how did you see what would you be doing? studying for my master’s at Group in 2012. The Billington in a non-exec position until May sometimes experience ‘Imposter the company culture change? Syndrome’ throughout their career Well, I probably would be back University College Cork, and I got Group wanted me to stay on in this year. It was a great business, I think I certainly brought a new and think “Ooh, I don’t know if at home in Ireland, maybe doing an opportunity to come to the UK the role of MD, and I subsequently and I met some lifelong friends dynamic to the business. There I’m good enough to do this”. I’m something in arts & teaching. and work with Whitbread for six became heavily involved in whilst there but am now enjoying were no other female MDs around a firm believer in mentoring for Perhaps something to do with months. It was a great culture, very acquisitions for the group helping other businesses with their the group and only one other women and I have had brilliant music, which is my other passion. inclusive and despite my young alongside the CEO and headed strategy & investment plans as well female director, so I certainly set mentors both male and female I used to sing a lot when I was age at the time, I always felt part up the Commercial & Innovation as working on my next leadership out to champion D&I and the CEO in my career. It’s something I younger, but I’m pretty bad now! of the team. They offered me a strategy for Group wide food role so watch this space...! supported that. I used to get calls now champion myself and am Funnily enough I was asked to full-time position after about five customers. from team members across the Why is a diverse and inclusive mentoring some amazing women sing at the Papa John’s OPCON in months, and I stayed in the UK. subsidiary sites asking for advice After leading the consolidation workforce important to you? in the industry in the Plan B UK Florida a few years back as part of how they could further their career I worked with Whitbread in menu of another two acquisitions into Mentoring program the Supplier themed session – let’s and how I balanced a stressful development, and then went on the Group I was promoted to the You know, it’s all about people. www.planbmentoring.com. just say it took quite a few G&T’s job, family life and still take time to work at JD Wetherspoon pub Billington Group Board in 2016. I Businesses are all about people and the help of a very loud band!! company heading up Catering was the first female on the board and having an inclusive & diverse What do you find most Development in its highest growth in its 157-year history. After almost workforce gives you that breadth rewarding about working in period and I loved it! After that, I four years I decided I wanted to of thought. You get a lot more the food and grocery sector? got an opportunity to cross to the spread my wings, further my career ideas from different age groups, I absolutely love this industry, supplier side, and went to work plan and look for an investment genders, cultures and you get because it’s fast-paced, it’s ever- for Geest, which is now Bakkavor in the sector. I left the Billington people with different skill sets changing and no two days are in a business development & which ultimately drives positive the same. If you want a consistent innovation role across all their sites. change in a business. job where you go in, do your bit, In 2002 I joined a manufacturer How do you personally then go home, this is not the called Bar Foods in Cardiff, I always ask myself: role model that inclusive industry for you. But if you love the became MD, and with the team how do I take my leadership style? evolution of changing consumer we absolutely rocketed that behaviours and want to help shape business & doubled the profit team with me? I always ask myself: how do I take the future of our eating habits then in 3 years. the team with me? It’s not about it’s a brilliant sector to be in!

74 INTERVIEW / AISLING KEMP 75 What does great leadership What are the main benefits What do you think are the mean to you? of having a diverse workforce challenges preventing further and team? D&I progress within the sector? It’s about the results of the team together. Today, we spend so Diversity means you’re better The lack of role models is one. much time at work that I think it’s prepared to have a broader It’s a problem. I had doubts if I Paula about creating an atmosphere – a conversation, one that takes in was going to get there, partially working environment – that allows different points of view, and is because I’d never seen a female people to be their best and to be much richer because of it. This leader get there before. Diversity Lindenberg authentic. It means fostering the mindset is crucial for any business, and inclusion is a long-term team to provoke you and to bring especially in our world which is process. It’s about working on Paula is President, UK, Ireland, Spain ideas, to be agile, to implement, changing all the time. all aspects of the organisation, to fail... but then to learn. And to including recruitment and training, and the Canary Islands, AB InBev move at pace. How different is the UK’s and about having a level playing thinking on D&I compared with field for people to be successful. some of the other countries It needs to be a mindset – one you’ve led in? where the benefits are only going Find a place to work The UK is more advanced because to come when you’re not in the it has so many different cultures position anymore, maybe not that is aligned to you and nationalities, and that fosters even in the company anymore. openness and acceptance. Brazil It’s just the right thing to do. and to your values – is different, Ecuador is different. What career would you have The UK is more developed, which and one that you can liked if you hadn’t had this I love. That’s not to say that we one in FMCG? I was born in Brazil, I’m married counter this was to invite artists to feel passionate about don’t still have a lot to do. In the and have two girls. Though I’ve redesign our old brand posters. company, at senior levels, today The thing I would love to have worked in marketing for other The artists portrayed women as we are 50/50 in terms of gender done – and who know, maybe CPGs, I was excited to work in enjoying beer and being part balance. There are 36 languages one day I will – is be a researcher. What career challenge have you beer for AB InBev. Beer has always of the conversation, not serving spoken in my office! We have In terms of trying to understand learned the most from? been a passion of mine. I love that beer in bikinis. In a way, we were a Business Resource Group people and how they make their it’s fun, it is about bringing people using our brands as a platform Those where I have been out of called Landing Pad, which aims choices; how their brains work, together. It is a product that has to make a change, not only for my comfort zone. I think you learn to help people from different their behaviours. Understanding always felt interesting in terms of ourselves but for the category the most when you have to step backgrounds to adjust to living people is a passion of mine. I size, and in terms of its ability to as a whole. I was the first woman back and listen. That exercise of and working in the UK. We also would also love to be an artist. impact society and culture. at AB InBev Brazil to ever have listening, while it may not be the have groups to support Women In my spare time I draw. a vice-president role and I hope fastest or easiest way to make in Beer, our LGBTQ+ colleagues, After working abroad, I came back that inspired other colleagues to decisions, is the most effective and a group focussing on race to Brazil to lead the marketing believe in themselves. way to get things done. For this and equality. department. I have to be honest, reason, the more diverse group when I joined the company in In AB InBev we have the mindset you are in, the better. 2001, it was my dream job. I was that people perform at their best in that role for three years, and it when they are out of their comfort What advice do you have gives you the chance – when you zone. Putting them in positions for the next generation of have the full portfolio of brands in where they know they are sector leaders? your hands – to bring your point stretched is how we tend to move of view, and to have real impact. people around. In my case, these Find a place to work that is were the positions that made me aligned to you and to your That was a moment where I felt learn the most. values – and one that you can diversity and inclusion were very feel passionate about. I’ve found much part of the conversation working with beer keeps you internally. At that point, we all young at heart! Also, be open to felt that women shouldn’t have new things and try something you been portrayed in the beer didn’t plan for. That’s when you adverts the way they had been. flex your muscles, and that’s when, One of the things we did to in my mind, you learn the most.

76 INTERVIEW / PAULA LINDENBERG 77 What career advice would you BT Chairman and Andy Halford, controls. Having a competent give to your younger self? who also sits on the M&S board. and diverse team around you and In my current job, I still see Archie, building an environment where Be yourself, and don’t think you Steve and Michael as mentors and bad news travels faster than good have to be perfect – take your people I would seek advice from. is essential for success. time a bit more and enjoy the Stuart moment. I think I would tell myself I mentor not only my direct Which companies or leaders to make a more time for friends leadership team, but people do you look up to, outside and family, because I think it throughout the wider M&S group; the sector? Machin balances you out and it does help acting as someone who listens, you to develop and appreciate coaches, challenges and helps Firstly, retail is in my blood and Stuart is Managing Director, things more. Always be your individuals reach their potential. always will be, as I know I have a own person — don’t try to be natural retail instinct. Food, M&S anybody else. What challenge have you Outside of retail, music, learned the most from in Crucially, learn from as many entertainment, and theatre all your career? people as you can. In my family, really interest me. my mother and my grandfather All of us can have a tough time at I have great admiration for when were my role models and constant some point in our career – none entertainment supports education guides. In my career I was so of us are perfect. I was explaining and gives people enjoyment and fortunate that in my 20s I had to my team, previously when I escapism. a superb leader in Sainsburys recruited people, that if someone called Jon Hartland who gave had a blemish on their record, If you weren’t doing this job, me so much confidence, which I used to look unfavourably on what would you be doing? Why is a diverse and inclusive at the time I was lacking. Later them. But the interesting thing All of us can have workforce important to you? in my career, undoubtably is, I had a ‘blip’ in my career Prime Minister! But I wouldn’t do Archie Norman and Michael five years ago when things did it, because I wouldn’t be a good a tough time at It means bringing more diverse Mire (ex-McKinsey) have had not go quite to plan, and I was fit for government, I wouldn’t like thinking to the table. At M&S, a huge impact on me and my devastated as I had never tripped the bureaucracy. I think the current some point in our we are working hard to create a development. up before. When I look back, political environment is a real career – none of diverse and inclusive workforce, that was an incredible learning shame, not just for this country, as and it starts at the top, with Who were your role models? experience and has made me it doesn’t encourage great leaders us are perfect people like Steve Rowe and me. a much better CEO today. I to step up and take up a career in Both Archie and Michael, because Steve has strong values and a real know that I love product, stores politics; the media are out to get although very different people, sense of fairness and appreciates people and make sure we have and developing people but you before you have a chance to I joined Marks and Spencer on both intellectually and emotionally diversity in all its guises. It is about the best people around the table that experience has taught me even get started. smart, have huge integrity. April 30th, 2018 as Managing people being truly themselves whilst creating an environment I also need to give more time Although extremely business Director of M&S Food. I am also and feeling like we all belong. where everyone has an equal to other parts of the business The job I really wanted as I was focused, they do genuinely care Executive Lead for Talent across chance success. like governance and financial growing up was to be a teacher the M&S group and Non-Executive When writing our strategy, we about people and have both of English and Religious Studies. Director of Ocado Retail Ltd. started with, ‘One Food Team’ but Everybody wants to feel like they provided me with huge support in Laura in our PR team said, “Stuart, have won in life, and if you get helping me be the best I can be. I have spent nearly 30 years in you always welcome everybody, the chance to help someone win, the food, fashion and home retail it doesn’t matter where they’re for me that is a success. I can So are Archie and Michael role sector holding senior operational from, everybody belongs”. And recall as a teenager my mother models or mentors? and commercial roles in UK so we immediately updated the having a very successful career but I have many role models, from retailers Sainsbury’s, Tesco and food strategy to ‘One Food Team was often taunted for being the family members through to public ASDA and more recently spent Where Everyone Belongs’. only woman in what was then, a figures, and people in business 10 years in Australia working at “man’s world” (I even remember Diversity makes for a stronger I have previously or currently Wesfarmers as COO and CEO of reading that in the local paper). organisation because everyone work with. Coles and Target respectively. Thankfully, society has moved can be themselves – and at M&S on considerably. Having a mentor is more of a I have always felt I can be myself. formal relationship, and I am As leaders, we have the privilege fortunate that I have various of being able to recruit the best people including Jan du Plessis,

78 INTERVIEW / STUART MACHIN 79 Is there any particular If you’d not had your career challenge that you’ve in business what would you learned from the most? have done? I definitely have a desire to be I would have been a comedian. successful in everything I commit I definitely wouldn’t have taken Ronak to but in reality, most of your over dad’s corner shop – that was learning comes from harder hard work. I enjoyed my time as a times – so I’m trying to enjoy and comic, because even then it gave Mashru embrace the setbacks as opposed me a platform to talk about a to worrying about them. clash of cultures. Ronak is General Manager, UK&I, What do you hope your sector Has there been a book that’s Glanbia Performance Nutrition will look like in five to 10 inspired you along the way? years’ time? The Founder’s Mentality from Bain I think there are already some & Co speaks a lot about never great things happening, especially ignoring that frontline employee, in terms of recognising our as they are closest to consumers industry’s responsibility to the and what the business needs. As a leader, is there something nation’s health. This is definitely you do to actively, and one of the reasons I joined Any final D&I observations? personally, to create an Glanbia – and you can see us inclusive environment? At a corporate level, we are all working together on that. doubling down our efforts in this Yes, and one is hiring decisions. Food and grocery is also a well- area, with sponsorship from our My story starts with my family. of people coming in and out of I’m always curious about who we networked, social industry, where CFO, Mark Garvey. We’re working My grandad and parents are East the house all the time. The right thing hire and what they’re going to people look out for each other. with a company called Mix African and came to the UK from add to the team, particularly at I graduated from UCL and I hope that continues. Diversity to shape our thinking Uganda in the early 1970s. There, to do is to foster a the leadership level. And then I Cambridge but actually got a job and we’ve kicked off focus groups they were successful business also look on a cultural level. I’m a What are the biggest challenges as a stand-up comedian! I did workforce that is to see what’s working and what’s owners who had a good life. But believer in building cultures from preventing further progress on that for a couple of years, so I was not. I’d like to think, just in the then came Idi Amin’s military representative of the bottom up with support and D&I in the sector? able to experience something 12 months I’ve been here, the coup of 1971, and all Indians were coaching from leadership teams. If different before joining P&G and I think everyone realises we’re not change that I’ve seen in gender forced to leave Uganda. My family your consumer base company culture is shaped by the starting a career in consumer perfect, but the more individual diversity alone has been visible. felt fortunate to be welcomed team, then everyone can buy into goods. I was at P&G for six experiences you hear about, by the UK, a gratitude that runs it straight away because they’ve years, with Diageo for seven. to be in that position now. The the more you learn. I think there deep. I came out of this lovely been central to forming it. clash of cultures and enjoy both, At Diageo it was great to be at additional challenge of the are two challenges. The first is with that classic Indian upbringing the forefront of a lot of diversity pandemic means we are in an What do you think are the main ensuring we focus on individual conversations, particularly in the even better position to make an benefits of having a diverse experiences, not generalisations. last couple of years there. It was impact on the nation’s health. workforce? The second is making sure that becoming a much bigger topic. To have the chance to make D&I is recognised as the driver Then I joined Red Bull in the role some difference feels good. The right thing to do is to foster of performance it is, instead of Commercial Director. I found a workforce that is representative of getting focused on short- Have you had any career that at Red Bull you were very of your consumer base, and a term metrics. much allowed to be yourself. But role models? workplace where people feel they all of that opportunity and setup, Yes, there was my grandad for can be themselves. I think the I think, goes back to the graft a start, and also leaders I’m more diverse a workforce you’ve and hard work I learned from currently working with. A senior got, the more likely you are to my grandad. leader suggested two books he have a culture that’s resilient wanted us to read – Rebel Ideas, enough to handle the ambiguity About five years ago, I was asked and volatility we will go through what my dream job would be and and The Growth Mindset. It’s great to be working as part of an – and are going through at I said I’d love to be the MD of this time. a health nutrition business with organisation where this is going growth ahead of it. It’s exciting to be the mindset.

80 INTERVIEW / RONAK MASHRU 81 likely to come from the 16-18% of humanity from the white West. Those of us who have the power have to be part of facilitating this paradigm shift. Let’s see senior teams of every company Carmel made up of the humanity we are. And at personal level, we all have to keep self educating, and McConnell checking our natural prejudices. I try to be a champion of every voice, everyone, which means MBE not excluding anyone. I don’t like going to “one type of person Carmel is Founder, Magic Breakfast only” things, I want men there when we talk about solving gender inequality, I like straight people leading campaigns on LGBTI+ issues. Why exclude Any child who wanted a breakfast to reach more hungry children – anyone? Surely we are all trying to could have one, without price reaching about 48,000 every day learn from each other, to be kind. barrier or stigma. I wanted each in 500 schools. So please help! We need to open up the boxes, hungry child to feel valued and About 6 months ago I stepped not box ourselves in. would say “you are here today to back from the charity, handing I grew up in a mixture of Northern Change Activist and as part of prepare for your future success”. over to a great team. It’s a good What advice would you give Ireland and East London, my early that I talked to a range of people My strapline was Change Activist came out, idea for the Founder to leave at to people wanting to make career was a mixture of finance I wouldn’t usually meet day to became a best seller so I put the the right time in any organisation! change? roles, and in my spare time was day at work. One day, talking to “no child too money from that into the charity. I am now advising leaders on involved with campaigns against a group of five Headteachers in Follow your gut. Believe in My strapline was “no child too scaling up, as well as working on racism and nuclear weapons. As Hackney, I asked “do we in the hungry to learn” yourself, trust yourself take action, hungry to learn” Sadly, even a national winter hunger push and a young, wannabe journalist I City help create a fairer, as well learn from it, don’t wait for the with the heroic efforts of Marcus updating Change Activist. perfect plan. If you don’t know went to cover a story at a peace as richer, economy”. They replied One Headteacher said I could Rashford MBE, we still haven’t what action to take - imagine you camp in Greenham Common, that children regularly arrived give out warm bagels in his school solved this problem for good. Did you have people mentoring are on stage, being applauded and ended up staying there at school having had nothing to playground before school started. There are 1.8 million school age you along the way? and recognised for an issue that for two years, it was quite the eat since the day before. When I There was one little boy – Liam children who are most at risk of One great mentor was Wendy you have championed. What introduction to activism! This asked why their parents weren’t – who stood there in front of me, hunger. And a hungry child cannot Briner, a family therapist, would that issue be? What do you was at a US Air Force base where feeding them, they said: “these asked if he could have another concentrate. The charity is so organisational behaviour guru — feel strongly about? If nothing, new missiles were due to arrive parents are hungry themselves, one, then filled his pockets full lucky to have great food allies, who, God help her, had to support that’s data, you’ve maybe lost a without a UK decision – I didn’t they have no money. The food of bagels. “This is for my mum, Heinz UK for example donated me through my MBA. She told me bit of your feeling self for some think that was right. So I ended budget is the one that gets because there’s nothing at home, 12 million breakfasts – their super to make more space for thinking reason. Maybe? Just take a small up campaigning, getting arrested reduced because that’s the only and this is for my auntie next healthy no added sugar beans time! And my late father Gerald, action – do that and you expand for peaceful protest, raising negotiable.” door,” he was saying. I couldn’t and are doing lots more to help. a gentle soul, was the biggest your comfort zone. More on public awareness. We won, the believe it. The schools with high It really shocked me, so I went to So much care! influence on me, encouraging and how to make big things happen American base closed and it’s numbers of free school meal the local Tesco, bought cereals ambitious in his own way. fast in the updated version of now a beautiful area of common children kept asking for help, I About three years ago I decided and bread, dropped it off at the Change Activist out May 2021! ground, for everyone. kept adding new schools, paying to focus on lobbying the schools on Saturday morning. And Is D&I an important subject for food myself. Government to invest in school After Greenham I joined corporate the teachers said, “We’ve had kids to you? breakfasts, it worked and we life, used the ideas about purpose that we don’t see until 11 o’clock successfully set up the National Why is it that only a few of us get and passion from activism in here at class on time – they were School Breakfast Programme. the best chances in life? I think a technology career. I built up just out looking for food before. Before lockdown this was reaching this has to change and we are the my own business, advising big We’ve had kids that are usually over 300,000 children every ones to do it. We are all uniquely firms on purpose-led change. I naughty, settled and ready to morning. Magic Breakfast still has able and precious! I genuinely wrote a book about companies learn – they were just acting up a waiting list and needs support believe global answers are less building trust as USP. It was called because they were hungry.”

82 INTERVIEW / CARMEL MCCONNELL MBE 83 I thought ‘I’m not ready for it,’ women. Here were all these firms but after hearing you I thought, Leadership means who say they have diversity and ‘What would Marnie do?’ and I inclusion on their agenda, have realised it would be to go for it.” having a leadership programmes doing this, have mentors doing that, and yet just What does great team around me four women in the room. This was Marnie leadership mean? that, value-wise, is only a couple of years ago. I did It’s having a leadership team my talk, but at the end I couldn’t around me that, value-wise, is aligned with me, help myself, so I said, “I network Millard with a lot of your colleagues and aligned with me, but is potentially but is different to work with your graduate teams, Marnie is CEO, Nichols different to me in approach and different in experience. It’s about me in approach and actually mentoring your rising creating an atmosphere where stars, but you need to go back contributions are welcomed, different to me in and reflect, because we’ve got listened to and passionate experience quotas on boards and you’ve opinions and beliefs are shared. made commitments… yet I’m in a room and there’s just four women. Why is diversity and inclusion Is there a particular diversity Something’s not working, guys.” so important to you? and inclusion example that stays with you? If you hadn’t done this, I feel passionate about it, even what other career might though I know we still have This one put fire in my belly. I you have had? loads to learn. For a start, we was invited to speak at a dinner understand that there is a at Harvey Nichols in Manchester I wanted to be a teacher! And I’ve been in the food and drink I learnt an important lesson: if the demonstrable result in output about my experiences of being that’s why I’m Chair of the Board industry for most of my career, and structure is wrong, if people aren’t from having a diverse and a female CEO. It was attended at UA92, because I can go in have spent the last 25 years in the the right fit, then give yourself inclusive board, leadership team, by around 80 influential people and guest lecture. Academia beverage industry. I started as an 100 days and then get on and and workforce. Also a lot of the in the city, primarily all of the and business, there’s a big void account executive, then moved to execute. When I come to step good things we’ve done are advisory community, as well as with higher education, and I’m Sales and Marketing. I’ve been a down, one of the things I’m most down to one of my HR team, some big businesses. I’m standing realising my dream, just in a Managing Director, a Commercial proud of is that my successor, Gabrielle, who has been really there and out of those 80 I’d say, different way. Director, and have run my own Andrew Milne, has come from the thinking about how we make the in terms of diverse faces, I can’t business, too. talent pool I drew three years ago. advertising and recruitment of recall any. In terms of age: 55 and roles more inclusive. up. In terms of gender… four I had my career mapped out: Who were your career a grand plan to be an MD of a role models? factory in a European soft drinks business. And, I did it – but it was As a woman and a CEO of a PLC, tough! So, there’s a lesson to be the thing with role models is that, careful what you wish for! Still, it sadly, there’s still too few of us. was the point in my career when I So, it’s important to share positive learned the most. Sometimes it’s stories. I spoke at a lunch for the as important to learn what you North West Business Leaders don’t want to do, as much as what Forum, which had a rising star you want to do. award. It was hard to judge and I came away thinking, “I don’t I was at Gerber in another know if I’ve hit the mark,” but turnaround role when I got then, out of the blue, I had this a call in 2012 to say Nichols LinkedIn connection from one of was looking for a UK MD. My the women attendees. She said, overriding thought was that this “I want to thank you. You made is a real opportunity to get a me think with your comment better work-life balance. I joined about being brave at certain Nichols in October and did a points in your career. There’s this major restructure in January. Here opportunity in my company and

84 INTERVIEW / MARNIE MILLARD 85 What does great leadership What challenges in your mean to you? career have you learned Once a leader accepts from the most? In the past, I would have said that that most of what great leadership is about working I’ve done three or four ‘ugly’ jobs with people to achieve their goals – the sorts of jobs that nobody happens in their Tom and the goals of the organisation. else wants but you take on when Increasingly I find that definition you’re climbing the ladder, business they can’t to be too functional and too far like leading the turnaround for touch directly, it Moody removed from what many leaders a brand that has been going really find themselves doing every backwards for a while. In these becomes clear that Tom is Senior Vice President day. Increasingly I think that great jobs you’re up against very leadership is about bringing out adverse circumstances, you have the most important & Managing Director, P&G the potential in other people in to motivate an organisation that thing to focus on is Northern Europe the organisation. feels downbeat, and make key decisions to get the business supporting other Once a leader accepts that going in a different direction. most of what happens in their These sorts of jobs are really, people business they can’t touch directly, really hard work – but are the it becomes clear that the most ones you learn the most from. ethnic diversity, how are they important thing to focus on is I’ve loved all my ugly jobs – going to understand the needs supporting other people and they’re my favourites. allowing them to realise their of consumers with different hair potential. As leaders, we are Why is diversity and inclusion types & needs to them? That’s the finders and builders of important to you personally? the science of it. The art is the I was born in Barnsley in South After that, I came back to the potential, rather than the people feeling you can create in a diverse Yorkshire. My Dad ran a steel UK and had three main roles at who call the shots. It’s all about We can now prove with data organisation where everyone is business, and my Mum was a P&G: I ran our beauty business encouraging a team member that an organisation that reflects contributing their uniqueness to nutritionist and Mum to four kids. for four years; then took up the to do a task they don’t think society will get better results drive a better outcome. I studied International Business Sales Director role; and then was they’re capable of, or supporting than one that doesn’t. It’s simple and French at Aston University, appointed Senior Vice President & With gender split, we’ve been at a colleague in a role they don’t stuff. If, for example, I’ve got including a year at a French Managing Director, P&G Northern 50/50 for ages, and will continue think they’re qualified for. a team without any racial or Business School in Bordeaux. Europe in 2015, which has been to be in the future. But the job’s After four brilliant years I joined an tremendous privilege. never done... we’ve got more to P&G straight from university. do on inclusion – because there The fun thing with a ‘branded are still barriers which prevent At the time, I had no idea what house’ like P&G is the range of our people giving everything I wanted to do with my life. I challenge the different brands they’ve got. figured I’d probably do a couple present. Each has its own unique of years at P&G, pick up some personality and problems, and What else would you have liked experience, and then go and do each reacts in a different way to have done if you hadn’t taken something else. And I probably to economic circumstances or this career path? thought I’d follow in my Dad’s trends. You can move around a footsteps and run my own lot within the different brands and I’ve always fancied running a ski business – but 25 years later I’m geographies. I don’t feel like I’ve station. I love the Alps and think still at P&G. been in the same company for running a corner of them could be 25 years — I feel like I’ve had 25 fun. I’m a big fan of chair lifts with I’ve moved around a lot within the different jobs. sun on them, and would make it organisation. I ran a sales area in my life’s work to eliminate moguls. South Wales to start with, before moving to work on Sunny Delight in Newcastle. Then I moved out to Geneva, Switzerland, where I was for five years. It was there that I got married and had the first of my three children.

86 INTERVIEW / TOM MOODY 87 So, while it suits me to email you always see the individual, what Do you think there’ll be a now, I don’t expect a response they can contribute, and bring the different talent mix within out of your working hours”. That best out of them, then wow, we’d the business? is something I live and breathe, be unstoppable. because, quite frankly, I will take On the retail part of the business, the time with my family. It makes What do you see in grocery there will always be a clear demand Clodagh me more effective and happier in as a barrier to progression for people who are customer led. all aspects of my life. on diversity? These types of people anticipate problems, address the pain points, Role modelling is important, and Moriarty Who have your personal role understand individuals and are I don’t think there’s enough of it. models and mentors been along great at customer service. People Can individuals in the sector see Clodagh is Retail & Digital Director, your journey? who are great at engaging with the people like them? Because if you Sainsbury’s customer and solving problems My most influential role model is can’t, it’s hard to have confidence with no hand-offs. my Mum, without a shadow of a that progression is possible for doubt. She’s my biggest fan and you. One crucial part of solving We will also continue to see greatest critic, which is the perfect that is by doing what we’re doing, a surge in the need for digital balance for me. Her guidance and which is trying to bring in, or and tech talent. her ability to balance what she grow, as much diverse talent as did, inside and outside the home, possible. I do think flexibility plays What does great leadership made it feel possible for me. into it. Work is something that is mean to you? part of life, it isn’t something that I think you absolutely need to Our previous CEO, Mike Coupe, happens outside of life. was a role model too. Mainly have a vision and purpose which because he showed me what it you can energise people with, and I’m Clodagh Moriarty and I have If you had to give some career What have your flexible patterns What’s your aspiration for meant to take a punt on people a clear set of outcomes which you the amazing privilege of being advice to your younger self, been since you’ve come back grocery in five years’ time? and how to support them can use to empower a team to the Retail and Digital Director what would it be? from mat leave? through their careers. He did that I think the world of grocery is achieve together. I do believe I’m at Sainsbury’s. I’m our Board The most important piece of advice I have two amazing children, who massively for me. I was working changing. We’ve seen this channel at the service of our organisation sponsor for Wellbeing and sit would be to back yourself. So many are now aged six and four. They’re in the strategy team and he shift over the last six months, and and my job is to unlock the as a Non-Executive Director on of us underestimate our potential intense and demanding and supported me through a move customers now think, “I want to potential my colleagues have. our Sainsbury’s Bank board. I’m and sometimes that holds us back. wonderful in equal proportion. into a trading role. At that point, shop how I want to shop,” which My job is to let their brilliance an electronic engineer with an The other is that it’s okay to have When I came back from maternity I didn’t know the trading dynamic is beautiful. Placing control back shine. If I can get that right, MBA from INSEAD and worked a plan but it’s equally okay for that leave, I returned to work on four from one end of a can of beans with the consumer. I would hope hopefully that’s great leadership. with Bain & Co before joining plan to change, because we learn days a week. I subsequently to the other, but he backed the that the way customers shop Sainsbury’s where I have been If you weren’t doing this job, as we go. We’re human so things became pregnant again and whilst individual. This is something becomes so much more fluid for the last 10 years, working in what would you be doing? are unpredictable but having a I was off, Sainsbury’s promoted I saw him do that across the and then our stores will continue a range of roles across strategy, longer-term plan really helps to me. So, I came back as a director organisation. If I can do what he to adapt to best serve our I love my job. It helps me fulfil my trading and channels. provide a sense of purpose. but still on a four-day week. Since did, which is make sure that you customers’ needs. purpose. I’m exceptionally loyal then I’ve taken on a bigger role to a value-based company whose I’d also tell my younger self not and I’ve flipped to flexible working people I greatly respect and One of the to be afraid to ask. When I came patterns and hours as opposed to admire. So straight off the bat, if back from maternity leave for the four-day weeks. This allows me to I wasn’t doing this right now, I’d key messages I first time, I wanted to move to accommodate our business which probably be a full-time mum until I flexible working. I practised asking is 24/7 and the daily routines at found something equally special to shared with all that question for three months. home, now that the kids are in that. That said, when I was growing Which is crazy, because when I school. I still work four days a week up, I was going to be a Montessori our colleagues asked the question, my boss said: out of term time. One of the key school teacher for the longest was the fact that I “No problem.” I was still talking messages I shared with all our time, then a lawyer, followed by through my well-rehearsed speech colleagues was the fact that I work an engineer…and this is from the work flexibly, and before I had realised he’d agreed. flexibly, and I encourage others to woman who said it was good to I encourage others Finally, you only have one life, do the same. At the bottom of my have a plan! But I think all that tells so don’t judge your success on email signature is a note that says: you is either I’m quite indecisive to do the same someone else’s tick sheet. “At Sainsbury’s, we work flexibly. or...that I can find excitement and adventure in most walks of life!

88 INTERVIEW / CLO MORIARTY 89 Why is D&I important to you? If you want a success story with your business then you need a true reflection of the population you are serving – people from Henrietta all works of all life with a myriad of different experiences. You can’t do that if you’ve got a Morrison company that has a cookie-cutter recruitment policy. Henrietta is Founder, Lily’s Kitchen As you were building the culture Proper Food for Pets at Lily’s, did you have initiatives to ensure a diverse workforce? Yes. The leader has to give the HR team the confidence to really go for it, it’s not the other way round. At Lily’s Kitchen, we had a lot of initiatives around disability, visible and invisible. We had an epilepsy group within the business. We did diversity training with Stonewall. But I think it’s really got to be I’ve always been an entrepreneur. it, and they will be very good integrated into the family culture, I worked briefly for The Daily D&I has to be custodians. They will provide the otherwise it doesn’t go beyond Mail Group in telesales when logistics and international support the HR desk. I graduated, which was very integrated into the business now needs to keep tough, but really gave me a lot it growing. It’s not just about the black/white of great experience. Every time I the family culture, conversation or the gay/straight opinions. They can be quick heard – quite simple things, but it set up a business, I think: Where otherwise it doesn’t go What did you enjoy most about conversation, but also about to take credit for things that a did make a huge difference and can I make a difference? What’s building Lily’s? being an employer who offers woman has made happen, but it gave them a lot of confidence flexibility. If you say to someone, she’s done it quietly and behind in that debating context. the gap? Where’s the need? It beyond the HR desk It’s been such a privilege to build “Look, the hours are your hours, the scenes. Women are naturally generally comes from an issue or such a wonderful business. In the if you want to do three days that’s self-deprecating and men are If you went back to the need that I’m experiencing, that early days, Sam Roddick, Anita’s And then I got to Lily’s Kitchen, fine, but make it work for you”, generally desperate for the beginning, what would I feel like other people might be daughter, placed a huge order of and that was very much driven you get so much loyalty back glory. Men like to debate, and I you have done instead? experiencing, too. something like 800 tins. She called by a need that I felt wasn’t being for that. think the way women interact in I love being an entrepreneur, and So my businesses have been met, which was for healthy food up and said, “It’s the only food a group context can put them that hasn’t made my dog ill”. And it feels like a wild ride every single deliberately very varied. Part of for my dog. There was always What do you think are the at a disadvantage sometimes. we did the delivery in about eight time. I can’t imagine having done my internal criteria is that I can such a stench when I opened tins challenges preventing further Many times I’ve been left behind different goes, because I had one anything else. have no former experience in this of dog food, and I just thought, progress on diversity and because I haven’t been ‘gung ho’. of those tiny electric cars. area, because I just love coming “No, I’m sure somebody could do inclusion? So maybe it’s a question of to something baggage-free. better than that.” And that’s how And it was at that moment that I it started. It’s the fact that all the leaders are training up women who have I set up a teddy bear business with thought “Hurray, other people can men. You see very few women leadership potential. At Lily’s some friends at university, which I think being an entrepreneur also see that this is a great product!”. in senior positions. It’s not funny Kitchen we trained the group of was eventually sold to Hamleys, came out of a need. I graduated It’s very hard to replicate that anymore – you can’t just shrug women at middle management and then I had a diversity in a recession in 1991, and the joy you get when you’re excited your shoulders and walk away to give them the confidence to magazine and conference fair milkround had dried up and there and your customers are excited... from the problem, you’ve got be on the senior management business. After that, I set up a was nothing around so we had to it’s very affirming. Becoming a to get in there and make things team. It wasn’t anything to do portal for the gay community... fend for ourselves. founding member of B Corp was happen. Positive action is exactly with capability, it was skills like at a time when it was incredibly also a huge joy, and of course what we need. how to phrase a question, how uncool to be gay. I sold Lily’s Kitchen to Nestlé in being awarded the Royal Warrant to interject, how to give your March. They’re so happy with was an amazing moment. What I’ve witnessed is how men opinion in a way that’s going to be are just so forthright with their

90 INTERVIEW / HENRIETTA MORRISON 91 Seb I can say without fear of contradiction that Munden I have experienced Seb is Executive Vice white privilege, and President & General Manager, that has made me Unilever UK & Ireland determined to make sure I open doors for others who might not have had the life chances I had

I joined Unilever in 1990 as 2017. Over this time I’ve driven or casting, that’s building diversity At Unilever, we’ve been focused What do you find most What changes would you like to a marketing trainee at Lever more sustainable packaging, and of thought, and encouraging on our gender balance and rewarding about working within see in the next five to 10 years? difference of ideas. I’m a white getting to 50-50, which we have the food and grocery sector? Brothers in the UK after pioneered new ways of working The most important one now is across Unilever to accelerate male who went to Oxford, so my achieved not only in the UK but completing my degree in English I’m just very motivated by being that we have to make consumption the agility of the business in a D&I journey is as an ally. But what world-wide, and we’ve learnt lots Language and Literature at able to serve households with take less of a toll on the planet. more digitally connected world. I learned at university has held about how to accelerate diversity. Oxford University. brands that can improve quality I think the climate emergency is I champion the inclusion of strongly for me ever since – to But now we realise that we have of life. When I came into the a serious crisis – and not enough I went on to hold various senior more diverse young talent in enjoy the plurality of opinions, to think in a more intersectional industry, making people’s lives people are doing something roles across the UK, US and the workforce, and into Unilever. advice and perspectives on the way. It will be a new challenge, but better was a bit one dimensional. about it. I think our commitment Germany before being appointed I’m married to Elisabeth and have world and not to feel that you we’re taking the leap. Today at Unilever, we think about to carbon-free consumption Vice President of the Laundry two adult children. have to come down on one side making people’s lives better and, is absolutely essential. We’ve Category for Europe in 2008, and or the other. Being decisive is not How do you think, from an simultaneously, making their set ourselves a very stiff target head of the Global Marketing What does great leadership the same as taking sides. ally perspective, people consumption that bit better for at Unilever for it. But, honestly Operations Team in 2012. mean to you? make that breakthrough? the planet. That bit better for speaking, we’ve all got to do that. What are the wider benefits I now lead the UK & Ireland I think leadership is a combination I can say without fear of society. That bit better for health. It’s the biggest gift that we can to having a more diverse business, a position I’ve held since of being instinctive and being self- contradiction that I have That’s what we’re trying to do... give to the next generation. And workforce? aware or conscious. The instinctive experienced white privilege, and we call it making sustainable living it will take truly diverse thinking to part is about not overriding what We’re a brands company. Our job this has made me determined more commonplace, and I find get that temperature down. you know is right, and the self- is to build brands that capture to make sure I open doors and that super motivating. aware part is personal mastery. the essence of important values opportunities for people who may If you’d not trodden this path, You have to turn up to every new and to capture the zeitgeist. If not have had the life chances I I also love the everydayness of what would you have done? your team comes only from a had. As well as acknowledging what we do. I love factories. I love engagement without bringing When I was at university, I was a part of the population, and only privilege, sponsoring others and seeing things being made. You any of the baggage of what theatre producer. I toyed with the experiences a narrow spectrum being a good ally, it is important have an idea and then – before happened five minutes ago, and idea of going into broadcasting. of what’s going on, you will only to acknowledge that super- you know it – millions of them are just be present with people. Just Ironically, one of the parts of be able to reflect one part of the effective teams are not always being pushed out somewhere, listen and be there – that takes my job in Covid that I find most zeitgeist – instead of tapping the smartest people individually, making lives better. concentration. satisfying is my weekly broadcast into multiple different lived but real diversity of thought for the UK business, interacting There’s another part of leadership, experiences. and experience helps teams with our teams. which is setting strategy. In hiring outperform.

92 INTERVIEW / SEB MUNDEN 93 I have to pin my ears back and listen whole-heartedly Steve to understand those experiencing Murrells the issues Steve is CEO, Co-op That’s the way I’ve started but we’ve got a lot to do. If you look at the other areas of inclusion – gender, LGBT, ethnicity, disability, young people – those are all areas that we’ve had lots of influence in over many years. Now the really big one is endeavouring to make sure that everybody who works for the Co-op can fulfil their potential. You know, it is no more complicated than that. I have three children, two sons love for the supply chain, so I went very busy. We used to laugh, we and a daughter. My two boys have to a Danish cooperative, running would never have started off with How do you get a balanced quite severe learning difficulties, their UK business at Tulip, and a food, funeral, legal service and shortlist on race? so Josh is 27 this year and Connor absolutely loved it. insurance business if we were Leaders all have an objective to is 25, but their mental age is five. reinventing it today, but in a Covid deliver against our manifesto They both have a condition called I then joined the Co-op in 2012 world, we’re in businesses that commitments and bring in the What challenge have you learnt What do you hope the food and Fragile X, which means they have but 2 years later we had to people really do need. talent and the experience for the the most from in your career? grocery sector will look like in an X chromosome missing. But contend with the media issue job required. . We’ve said that we five years from now? one of the wonderful things is surrounding Paul Flowers, our How do you personally I’ve learnt to trust in others’ want to double our leaders from that they’re the same now as they then chairman of the Cooperative role model an inclusive judgement and to stop worrying I hope it’s still a job-creating a BAME background from 3% to were when they were three or four. Bank, and the long list of stories leadership style? about if I’m doing ‘well’. The industry. We’ve got to create 6% by 2022, and we want to get to They wake up happy, they go to that flowed from the media. The advice I’d give is to just focus on opportunities for those people I think the first thing is to have 10% by 2025. bed happy, but it requires quite old adage of make the most of doing the best job that you can to come into the sector. A sector a crisis played out and we were an honest conversation that says do in the knowledge that your that hooks in the brightest talent. a big support system – they have Publishing our ethnicity pay gap able to change all the things that I am a white man; I can’t have bosses and leaders will spot what As an industry, there isn’t anything 24-hour care. They’re a huge part is another key activity for us, and needed to change at a Group any real understanding of what you’re doing and they’ll pull you more diverse. If you want to be of my life and we see them every crucial for understanding how level whilst successfully turning an ethnic individual is going through. I think that’s probably an architect, join a retailer. If you other weekend. to close the remuneration gap around our food business which through. But what I’ve said right the biggest learning that I’ve had want to be a buyer, join a retailer. between white and non-white I’ve then got a wonderful little girl is now in its sixth year of growth. from the beginning is that this has during my career. And to keep on If you want to be a solicitor, join a individuals. called Sienna, who’s eight. Sadly, We were only two hours away to start from the top, that I have asking questions. And growing. retailer. If you want to run shops we lost her mum to cancer three from losing everything. You to pin my ears back and listen and connect with customers, years ago. So, from a personal know, a 175-year-old brand, on whole-heartedly to understand What does great leadership join a retailer. There is no other point of view, lots of challenges our watch and we were going to those experiencing the issues. mean to you? industry that has that panacea but an incredible little girl that lose it. I think going through that Then we have to make sure that of opportunity. this just isn’t an HR policy in Crediting others with success, bring me lots of happiness. experience holds you in good blaming yourself for failure. stead for the future. the Co-op, but that it actually is After 15 years at Tesco, I got something that I, the leadership Allowing people to go beyond to the point where I needed to I did the food role until 2017 and the management team what they thought they could decide whether I was going to and for the last three years I’ve deliver against. achieve. Taking risks on stay as a lifer or whether I should been Group CEO. As you can individuals but making sure that try and break out. I’d always had a imagine all of the businesses are you support them.

94 INTERVIEW / STEVE MURRELLS 95 me with a listening ear and offered what level of experience might be from the graduate schemes I me coaching on career progression required before someone could was offered, I chose to join Mars, when I needed it. do a good job. If I look at hiring because of that love for brands requirements that companies have, and the demonstrated values of Finally, Diageo has invested in for example in FMCG, take an the company. providing me with an excellent account director, you’d probably Are there any companies or Dayalan external coach, who is stretching see on job adverts that someone individuals that you look up to? my thinking with the aim of needs to have had 15 years’ key becoming the biggest possible account experience. Roll back 15 I value leaders who are authentic, Nayager leader I can be. years and ask yourself how many follow through on their people from a diverse background commitments and contribute to Dayalan is Managing Director Great What do you think the main would have been an account broader society and communities. hurdles are for a diverse manager in the UK in order to The way our CEO, Ivan Menezes, Britain, J&B Wines & Santiago de workforce? Cuba, Diageo have built that level of experience? has changed the Diageo business What we have learnt at Diageo, Not everyone will have had the has been significant, from is that you truly need to match same advantage when it comes performance and productivity your ambition on D&I with actions to education and resources, so gains to the work we do in and plans that make progress at there is a need for companies to communities, progress on ESG pace. It can be disillusioning for get better at hiring for potential, areas and shifts in the culture of diverse groups to hear companies drive and capability rather than the organisation. He is committed talk about the agenda but not purely length of experience – this to diversity and to driving an see the follow through in terms of is an outdated and limited way of inclusive culture, which can be actions that match the ambition. thinking of how to access talent. seen in terms of how progressive At Diageo, we have not shied the company is on gender equality. What’s the biggest challenge Did you have role models and My role is as the Managing away from setting targets; we Why were you attracted to you’ve overcome in your career? mentors to help you through What do you hope food and Director for Diageo, Great have pushed ourselves to create the industry? Britain. I grew up in South Africa, your career? grocery looks like in 10 years’ Like every leader, I have had market leading policies and studied marketing and business I love brands, so I think that’s time from a people perspective? numerous challenges in my career Yes, both in my personal and practices and we have identified management at university and why I am drawn to the industry. over the years, but the one that professional life. For example, interventions across multiple In all sectors, I would like to see started my career as a graduate My dad worked for a retail chain probably stands out was my initial both my mum and dad have been opportunity areas, like advertising, and experience people at all levels at Mars, where I progressed to in South Africa, subsequently move from South Africa to the massive role models for me – the work we do in communities, who can bring innovation to the Head of Sales, before moving to owning his own retail stores, United Kingdom to undertake a despite huge adversity caused how we prioritise suppliers who will sector because of the diverse Heinz as General Manager for which meant that I had the more global role based in London. by apartheid South Africa and partner with us and our approach perspectives they bring to the Sales, Marketing and R&D for chance to work part-time in retail Despite having worked for three the disadvantage, discrimination to hiring and development among table. Food and grocery should South and Southern Africa. Mars stores as a teenager. This gave multinational companies, I hadn’t and poverty they experienced, others, to ensure our actions make leverage the opportunity it has to was an exemplary training ground me an exposure to brands and contemplated how difficult it they somehow managed to a difference. shape consumer trends, embrace giving me the opportunity to developed in me a keen sense of would be to change location to maintain a positive outlook. They digital and technology and be work across Marketing, Sales and how consumers shop and behave. London, not because the role I focused on providing whatever In terms of specific hurdles for a good corporate citizen, to an Supply chain within their Petfood, Having the opportunity to go to took on was overly challenging, they could for my siblings and diverse groups, there is also an even great extent than today. And Food and Snackfood divisions. university, I studied Marketing rather because I was suddenly in a myself; they sought to constantly element of unconscious bias and I would love to see a sector in Heinz gave me the opportunity and Business Management, and new environment, with a different better themselves and invested unrealistic expectations around which you can find a broad base to manage multiple countries and unfamiliar culture, where everything they could in their of diverse leaders in influential across Africa as General Manager I initially lost some of my self- children’s education, which positions who can then change the for Sales, Marketing and R&D. confidence and belief, a response resulted in them achieving more shape the industry. I joined Brandhouse in 2013, a I have since heard articulated by than what could have seemed joint venture company between If you weren’t doing what you’re diverse groups who have made possible for people in their Diageo, Heineken and Namibia doing today, what would you similar moves – I had temporarily situation. Sheer determination, Breweries in South Africa into its have been? started to question my own drive and tenacity is what enabled commercial organisation and it capabilities and the value I brought them to succeed. I’d probably be running my was with Diageo that I moved to to the company. I learnt a lot from own business. I like to act like London in 2015, firstly leading the experience of overcoming this Professionally, when I joined the an entrepreneur in how I lead the European part of Diageo’s dip in confidence. Mars graduate programme, I was businesses, and at Diageo I have Global Travel business and then allocated a mentor in the business, the opportunity to do this in a as the Managing Director for the who was someone who provided corporate environment. global business.

96 INTERVIEW / DAYALAN NAYAGER 97 By giving people the opportunity, Do you play an active role Now, it looks like a completely you really get to see their true in diversity and inclusion different division. potential. within Sainsbury’s? I think the race and ethnicity I play an active role in diversity Has there been a particular agenda has been something and inclusion at Sainsbury’s and I challenge in your career that has always been much am the founder and chair of the Sarah you’ve learnt the most from? harder to face into. We’ve made first ethnic minority colleague some good progress including When I took on my retail role network. We now have over 4,000 increasing our investment in the Nelson which was a complete change in members across the whole of development of ethnically diverse function. The challenge is that the business. I realised it’s really colleagues and really focusing on Sarah is Head of Finance – people always expect you to important that everyone in the education and having a more open know the answer to every single business feels as though they’re Supply Chain & Logistics, Sainsbury’s conversation around ethnicity. Our thing. I’ve learnt to ask the right included, and so the network was senior leadership teams recently questions, to connect with your founded on that basis. It’s called, completed a Let’s Talk About colleagues and customers. “I am me” because it’s about Race session and due to popular everybody – regardless of your demand this is now being rolled What advice would you give background – feeling as though out more broadly. As a network to the younger generation? they can just be themselves. we’ve also had some great support I would say follow your passion. It’s something that I’m really and worked really closely with our What is it that you enjoy? Why are proud. I also mentor a number of LGBTQ and gender networks. you here? Really tap into that. At colleagues from different parts the same time, be bold and be of the business and I am really Who do you admire? passionate about helping others happy to try new things, and don’t Having started at Virgin, Sir to be the best they can be. Before joining Sainsbury’s, I was to get to where I am today, which necessarily feel as though you Richard Branson is someone that at the Virgin Group, working for is really important for them. It Great leadership have to stick to a script. For me, Have you seen the company’s I’ve always looked up to. I really Richard Branson at his head office has meant putting in lots of hard progression is really important, culture in relation to D&I admire his boldness. company, Virgin Management. work and balancing as much as is about giving but I find that’s easier when you evolve? So, looking after lots of exciting I can, but I don’t know anything people the support throw yourself out of your comfort If you hadn’t have trodden this companies such as Virgin Galactic different because that’s been my zone and do what you love. It has evolved a lot since I’ve been path, what would you have liked and the Atlantic. I knew a few life for the last 20 years. It’s been and space to learn at Sainsbury’s. When I joined, to have done? people that worked at Sainsbury’s a rewarding experience, and I’m What are the main benefits I think D&I wasn’t really talked and they’d spoken to me about looking forward to seeing what and grow of having a more diverse about in the way it is today. We It would probably be serving how exciting it was. I saw a role the future holds. and inclusive workforce? had a big challenge around others, whether it was setting up in group finance in 2010 and I women in finance and we started my own charity, coaching others I think it goes back to the haven’t looked back. Have you had role models that something that’s held me back. thinking about why – especially or setting up mentoring – I like point I raised around giving you’ve been able to follow? Most of my role models and the at the most senior levels – we helping people to see their everyone a voice, making sure In 2015, I had a fantastic support I’ve had from my line didn’t have female representation. super powers. opportunity to understand how My main role model in life has managers has been fantastic, that you can really tap into the Retail works on the ground, and I been my mum. She came to and they’ve quite often been potential of everybody within took the opportunity to become this country from Nigeria in the white men. your organisation. There is a an Area Manager running the early 70s and ended up as a difference between diversity and North London convenience single parent with three girls. She What does great leadership inclusion. There’s a famous quote: business for 18 months. It was a showed me what can be done mean to you? “Diversity is being invited to the with determination, hard work and party and inclusion is being asked fantastic experience in a really Great leadership is about giving the right support around you. She to dance.” The two have got to tough operating environment. I people the support and space then went back to into finance as really wanted to be a university come together. lecturer and she managed to work to learn and grow. For me it’s group financial controller, and I about creating more leaders and am now leading the supply chain a few jobs whilst studying to get to be where she is today. giving people the opportunity to and logistics finance function. show exactly what they can do. At the same time, I am a mum of And so, although I’ve been in Leadership isn’t about your job two – my daughter’s 20 and my an environment where I haven’t title. I always like to give the more son’s 15. And they’ve seen me seen role models that look like junior colleagues in my team an go through all of the hard work me all the time, that’s never been opportunity to lead.

98 INTERVIEW / SARAH NELSON 99 and I’m married to a man who is probably the reason I can do all I do, because he supports me every day. It’s been great – tough, but great. Georgiana What challenges have you learnt the most from? de Noronha I lost my parents very early on in life, so I’m very independent Georgiana (Jojo) is President, and have the ability to compartmentalise my life. I’ve Northern Europe, Kraft Heinz also had a lot of setbacks in my career. It means I don’t take any opportunities for granted. I’ve always kept going and tried to prove myself wrong.

What advice would you give to the next generation? thing I would love to see is lot of bravery. Let’s not forget the more of a focus on sustainability fire we had when the crisis was Put the consumer at the front of and ending hunger. One in five happening, because that’s what everything you do. We need to children go to school without a moved our business forward. stop asking consumers and start breakfast every single day, which my experience in investment So would you like to have a watching them: in supermarkets deprives them of learning – and The second is being close to our banking. But, back in 2014, I stint in HR?” I decided to take and on social media. And culture that deprives them of a future. If people and really understanding was sitting at the board of an a leap of faith in the people first. Culture is not what’s written we come together as an industry, their worries. Because it was a organisation we had bought in who took a leap of faith in me, on the website, culture is how we could end this tomorrow. level playing field, everyone had Spain. I remember looking around in hiring somebody who had I communicate with you, how I the same struggles. and the average age was double zero experience, who only really send you an email, how I act in What do you like most about my age, and the people knew brought passion and will. meetings. Meet as many people what you do? The third is the importance of a lot about the industry. And I as you can, because that’s how doing good while you do well. Last October, my predecessor thought – who am I to sit here you’re going to feel the culture. Having so many different topics If we had sat here and just done and tell these people what they decided to retire. We were quite in one single day is incredible. super well but done no good, I close. He believed I could do a I was born in Rio, Brazil. I’m one need to change? What does great leadership Secondly, feeling like you really can don’t think we would be doing role as the president of a business of four children, and I also had mean to you? have an impact on people’s lives our job. I decided that I wanted to make unit. Of course, being a woman, two step-siblings, which I think is so rewarding. Thirdly, we make a move to corporate. And that’s typically, I thought I couldn’t do it. There are two things that make If you weren’t doing this job, says a lot. I’m also a middle child, food for millions of people. The when I came to Kraft Heinz. My I was very scared, but I took the great leaders. Firstly, trust. what would you be doing? so I’m one of these personalities scale of the industry I work in and last interview was with the global opportunity and, 11 months on, Having trust in your people and that tried to get my voice heard. the level of impact I can have is just I would have been a doctor as I’m CEO and he said, “Which area here I am. I’ve got two children letting them fail first is incredibly I was the only child in my family incredible. I know that any change I very, very passionate about the would you like to start in, Jojo?” important. The second thing is who moved abroad. I spent my make will impact millions of lives. medical world – I’m an avid reader And I said, “I don’t really know genuine care, no matter what time at the University of Virginia, and watch every documentary anything about the company, so decision you take. People know What have been your biggest which is an incredibly American around everything medical. I did I might as well start in an area when you care – they also know learnings from the Covid-19 university, so I was a bit of an Culture is not what’s contemplate becoming a doctor where you think I’m going to learn when you don’t. crisis? outlier there, too. later on in life, but I don’t have the most and the quickest.” So, written on the The importance of bravery. We time. It probably comes from my he said, “Sales.” What changes would you like People ask me why I went into website, culture is did lots of things differently during passion to help people! investment banking. Well, my dad to see in the food and grocery I had a mentor at the time. After the crisis. We launched the ‘Heinz was an economist, my stepdad how I communicate sector in the next five to I had started, she said, “Jojo, I to Home’ direct-to-consumer was an investment banker, and I 10 years? really think you have an eye for website. We launched our 12 didn’t really know any different. with you, how I send The UK has a real issue on recognising talent and coaching million meals campaign with diversity, so definitely a more people. And that’s quite rare you an email, how I Magic Breakfast. We created more I made the move to private equity, diverse workforce. The second which felt less disingenuous than with your finance background. act in meetings visibility than ever, and it took a

100 INTERVIEW / GEORGIANA DE NORONHA 101 And how do you make sure In terms of D&I measures, What challenge in your career that you create that inclusive have there been any that have have you learnt the most from? workforce? benefited you? The Head of Labour job. I I think it’s my natural strength. The more role models we see went for the role for the wrong While I am not blessed with at the senior executive level, reasons. I wanted to improve Dr Raj pure intelligence and emotional the more colleagues are going that area of my skill set, I wanted intelligence, I have good people- to think that this is achievable to stretch myself, instead of development skills. for them. My aspiration is to going for something that was Patel develop myself into a bigger my strength and passion. On a role, and I work for an amazing, positive note, the Labour role Raj is Head of Stores, inclusive leader — Bridget Lea. taught me a lot about strategy, I’m inspired by her empathy, collaboration, influencing and Sainsbury’s The more role leadership and journey. Bridget is provided a broader knowledge of models we see at a Black ethnic minority, and that the business. The biggest lesson I encourages me and reminds me learnt is go for something you are senior executive level, there is no glass ceiling. passionate about, you love and you are great at. the more colleagues What attracted you to this space are going to think in the first place? Have you seen a culture change at Sainsbury’s? I was working in the sector while that that is achievable I was studying for my PhD, and I’ve seen some of the most for them retail offered some flexibility. inspirational, inclusive leaders in Being an ambitious person, I Sainsbury’s. And the business is My journey starts with very humble first senior management role, then Secondly, it’s just the most fair thought that the sector offered investing a lot in educating all beginnings back in a village in I moved to Sainsbury’s, working and human thing to do, isn’t it? I was a customer assistant 16 years development. The pace was leaders and colleagues on D&I. India. I came to the UK 16 years for a great leader called Jon Bye, That’s really important. ago, couldn’t speak much English, important as well, as I’ve got a Some of the differences we’re ago to learn English, starting who was MD at the time. I loved lot of energy and a lot of drive. going to make will be long lasting. And the third thing, from my and since then I’ve done pretty in McDonald’s as a part-time working with him and I’m still very Our industry is certainly one that perspective, is that the more much every single role within my customer assistant. I met the store proud of what we achieved in that requires pace and drive. After my Outside of the grocery sector, diverse the team is, the better sector. This is my fourth senior manager and he said, “You’ve time. I did well, so I was put on the who do you look up to? executive role, so I’ve seen the PhD, I could have done a teaching got something special about you, Business Leader Program, and as the decisions you make, because world from different perspectives job, I had a really good offer I followed the career of Sachin your drive, your passion, your part of my development I took a people bring different insights and understand peoples varying from the university, but I chose Tendulkar. He was a great Indian dedication. One day you’ll be my role in London as Head of Labour. and challenges. circumstances. to continue in our industry. batsman, arguably the greatest boss.” That comment gave me How do you make sure that of all time. Growing up as a the confidence I needed. I worked I have now come back to the you role model an inclusive kid in India, he was always an through the ranks in McDonald’s North, where my family is. I am leadership style? inspiration. He carried the hopes and became a manager, then a Head of Stores in the North. and aspirations of a billion people, went to O2. Academically, I did six years Listening and asking open-ended with a lot of humility, empathy and teaching at Liverpool Hope questions are very powerful grace, without any scandal or any I got the attention of Tesco, University. They sponsored me tools. Also, I openly rely on controversy at all. That inspired a who were recruiting phone shop to do MPhil and PhD at the those around me, leaning on generation. How can somebody managers and was lucky to get University of Liverpool. their strengths and skills. It’s very be so successful, but so humble the job. I ended up doing six important that colleagues see that Why is having a diverse and at the same time? other roles in Tesco: Area Phone happening, and recognise joint inclusive workforce important Shop Manager; Senior HR; decision making – it really helps to you? If you weren’t doing this job, Senior Non-Food; Senior Fresh to get the best out of people. what would you be doing? Food; Store Manager of a small First of all, 14% of the UK If colleagues are brought into Supermarket and then store population is from an ethnic the process, switched on and I would be teaching. I would be a manager of one of the biggest minority, so it’s right that engaged, then you can achieve lecturer somewhere. I really enjoy Supermarkets. the business represents the greatness as a team. training, coaching, mentoring and developing people and that’s Lidl approached me with a Head customers, the colleagues something that comes naturally. So of Sales job, which would be my and the community itself. yeah, I think I would be a teacher.

102 INTERVIEW / DR RAJ PATEL 103 A role model is anyone from an Why is a diverse and inclusive aspirational perspective of your workforce important to you? career. Who can you look up to I think it’s a few things, isn’t it? To from a role model perspective, have a successful organisation that you just connect with. And that can roll with the punches, that that’s why I think mentoring is so can be fast paced, innovative and Katie important, because I definitely be agile, I think you need teams had a couple of leaders who I of individuals that think and feel could just be very honest with and differently. I think it brings the Pearce supported me and nudged me in difference that you need to be different directions and ultimately competitive. For me, it’s much Katie is Chief People & Diversity gave me the confidence to try more than that though, because different things. Officer, EMEA & APAC, Molson Coors it’s about culture. And I’m a really firm believer that it’s about feeling What does great leadership What advice would you give to like you belong somewhere, you mean? the next generation of leaders? can bring your true self to work, I think it’s being very authentic – and I think we do that well. I think I would tell them to seize people always get found out if the opportunities. If there are they’re not genuinely authentic. How do you make sure that projects, or if there’s challenges I also think it’s about having you’re providing an inclusive that you can see, or something empathy. You need to be able to environment? that you want to get involved in, understand on a very empathetic get in there and learn, and have It goes back to what I would call level what another individual’s different experiences. I did, I was empathetic leadership, so, are going through, or why they’re just in the thick of everything. But I’ve been with Molson Coors me to do my CIPD HR degree, you really trying to understand thinking the way they’re thinking. I absolutely loved the opportunity for 21 years now, which at the which was great. There were lots Great leadership is the other individual and have to be stretched and pushed time I joined wasn’t the plan. I of different opportunities and I that connection from an empathy What brought you into this and challenged with different originally joined Bass Brewers (as tried to grab as many as possible about being very perspective, and walk in their space? opportunities. it was back then). I didn’t go to – I did a fair few different roles authentic – people shoes? I think that creates a university, it wasn’t something that in HR in COE teams and then It always seemed like a fun, fast- connection, and it works both Have there been any books that I was pursuing, I completed my business partner roles before I always get found paced, challenging environment. ways. Feedback. Constantly asking have inspired you? A levels and at the time Bass did became HR Director for the UK I’m clearly a sociable type of your team in one-to-ones, and a very good young employment & Ireland Business, and then out if they’re not person, so I love our brands, trying to create that atmosphere Yes, I read lots of books. One scheme. I was originally recruited I moved from that role to the genuinely authentic which obviously helps! In those and openness so they’re willing to that I read recently was Brené into their Telebusiness Unit in Chief People & Diversity Officer days they did some quite quirky give you the really warts-and-all Brown, Dare to Lead. She really the Sales department, which you for Europe. adverts, they were on the radio, feedback, because you need it. resonated with me about having would describe as their call centre and they’d done some sort that confidence in yourself, being We give lots of different Do you have role models that in those days. of comedy sketch about the humble and vulnerable but if opportunities to individuals you’ve looked up to during company and the culture. And I you make mistakes, own those And then because Bass were who have performed in a role your career? just thought, oh, they don’t take mistakes and learn from them. very clear on development and in a certain function, they have I think role models and mentors themselves that seriously, that on supporting people to be the developed and demonstrated are really important – they give sounds fun. If you weren’t doing what you’re best that they can be, they really great leadership, followership, you hope. You can see someone doing today, what would you supported me, and I was really and that enables them to then who’s very similar to you and who And I think that’s true about our have done? up for different challenges. I did move from one technical function may have similar attributes or culture today. You know, we’re a variety of different roles in sales to another that they probably background etc, and you think to very down to earth, we don’t take Well, I did want to be a dancer, if before I moved over to Head were not originally thinking about yourself: wow, they’re doing an ourselves very seriously, we make I’m being really honest. I had lots Office and into HR. I thought: in their career plan. And we’ve amazing role that I never thought and sell amazing brands, it’s a of lofty ambitions to be a high- what the hell have I done, this is got loads of examples of that I’d consider doing. And it gives sociable product, and I think that performing dancer, which clearly so different from what I was doing at senior level. you that sort of aspirational comes through in our culture. didn’t quite work out. I really before... but I loved it! nudge of, well, why can’t you? A liked ballet and I wanted to be a part of my background was the ballerina. But it wasn’t destined, The other element of my lack of degree. In those days it I can assure you! development that was fantastic for was very much about graduates, me was Molson Coors sponsored the education part.

104 INTERVIEW / KATIE PEARCE 105 What advice would you give to What career advice would you the next generation of leaders give to your younger self? I find making a entering the grocery sector? Make sure you pick a career or real difference, and Business and working practices sector that you are fascinated are changing fast – and so are by or have a passion for – then, seeing first-hand Dawood consumer shopping behaviours, working long hours is spending which have accelerated this time indulging yourself! the value that our year as never before with DTC retailers bring to their Pervez and home delivery models in What challenges have you extreme demand, alongside the learned the most from? local communities, Dawood is Managing Director explosion of ecommerce and Never take things at face value, extremely rewarding Retail, Bestway online shopping. whether assessing information or Undoubtedly, there will be a people. Always assess everything new breed of game-changers fully, and on merit – not on coming into the frame who will packaging or appearance. be ‘digital natives’ and taking a If you weren’t doing this job, very different approach, using what would you be doing? data and digital platforms to sell and reward loyalty. But my advice I most likely would have followed would be to never forget the roots my career path within law and of the industry and the power of then into private equity. people buying from people. I have lived and breathed food and grocery since I was two years old. You could say it’s in the blood. I remain as passionate today about the sector as ever. It is vibrant, dynamic, and no days are ever the same. The sector is an enormously important part of the UK economy and one that impacts people’s everyday lives. I find it a compelling industry to work within that engenders innovation, inspiration and commitment.

What do you like about working What do you find most in food and grocery? rewarding in your job? Undoubtedly the people. It Making a real difference, whether is an industry that is highly to our customers, our team here at entrepreneurial, right through the Bestway, or our partner suppliers, supply chain and retail. Everyone and seeing first-hand the value has a role to play, whether a that our retailers are bringing to driver, a warehouse operator, a their local communities, especially retailer or a supplier, through to at a time of national uncertainty. It manufacturing communities such is an extraordinary year, and I am as farming. The sheer diversity incredibly proud of the Bestway and breadth of what it covers team and what, together, we never ceases to amaze me. have achieved. The old saying, “Together many raindrops make an ocean” has never been more apt.

106 INTERVIEW / DAWOOD PERVEZ 107 Why is a diverse and inclusive We have to be allies and we One of our partnership here at workforce so important to you? have to stand next to people and Co-op with the One Water understand the challenges that Foundation allows us to make a I suppose it’s previous experience they’re going through. For the difference around the world. where I haven’t felt included. last few years I’ve been working Having been through it a couple out how I can be a better trans of times, it really isn’t nice. The Andy ally. A new member of the team feeling of coming to work and just joined. She interviewed as a male not being able to be yourself and and then she joined us having be your best, that sits with me. Phelps transitioned, and she has helped So, I wouldn’t want anyone to be me learn a lot. Andy is Supplier and in that situation. I realise that there’s still a lot more Programme Director, Co-op The fact that I’ve been able to work we need to do. My team grow and be quite a senior leader and I are dedicating more and – and I can make a difference, I more time to educating ourselves can create a culture, I can create a and having open and honest shadow that others should follow – conversations about what we don’t is so key. Here at Co-op I am really know, and sharing experiences. proud about our inclusion strategy and the commitments we make to What specific D&I measures improve our culture. What does great leadership have benefited you personally? mean to you? How do you go about that? There was one piece of training I think it’s about your team feeling that sits with me today, and that During university, I went to Florida quickly. I did have some challenges category manager of frozen I think it’s about leadership, that they can be themselves, was unconscious bias training. and spent a year working at a around my sexuality in the early food, which I loved, and had the isn’t it? It’s about asking how and that they can talk about how There’s nothing I find better than five-star resort in a retail division. stages of my career in the industry; opportunity to work in Retail and you would want to be treated, they’re feeling. Something that a proper conversation about the Being an openly gay man, I think challenges that I think people ran the West of Scotland. I came and understanding how things sticks with me, a leader who was at issues that matter. The other thing that’s when I really figured out would be shocked to learn today. back into the centre for Sainsbury’s would feel if they were flipped Co-op, one of his biggest regrets that’s really helped me is being who I was. After that period, I The feeling it gave me at that and ran beers, wines and spirits for the other way. was not being around enough a coach and mentoring people. came home and came out. I still point in my career, so junior and so four years. And then I moved north for his kids. Not being a parent, Being mentored is so key, because hate the fact you have to come young – I just felt physically sick. with Co-op and spent a couple of It’s still my biggest worry that I don’t know what that’s like, but there’s stuff you just don’t see and out. It just feels wrong. You don’t years as director of trading. some people come to work and the conversation I have with my you don’t think about. I think every come out straight. Then I moved into Sainsbury’s they can’t be themselves. I think team is, “Please do one drop off support centre as a project After that, I took up probably it’s more important than some of leader’s got a responsibility to and pick up a week. It is vital to be I then joined Sainsbury’s graduate manager, when I first got into my most challenging leadership the KPIs, actually. My job’s to set educate themselves. that parent at the school gate and scheme and accelerated relatively buying. I got promoted to role, and got involved in our the right environment, make sure to be there when they get home Respect network. The last few they’ve got the right strategies, What do you find most from school.” years, I picked up our supplier and allow people to get on with rewarding about working in engagement strategy and their jobs. the sector? If you weren’t doing this job, built a team, and was asked if I The change and the people. I have what would you be doing do would lead our retail business met some of my closest and best you think? transformation programme. New friends through my career, which is Possibly something in systems, new tools, new processes. brilliant, and they’re still in my life. transformation or change. It’s the biggest thing Co-op has My team and I are I’ve always loved travelling, and my Helping small businesses, ever done. Every day is a totally dedicating more career has allowed me to travel the supporting others to grow. a different day. There are days world, and see new cultures and Something this has definitely when I wonder why I agreed. time to educating communities which is amazing. taught me is, how do you And there are days when I’m help create right culture and buzzing on cloud nine. ourselves and having I went out to South Africa and saw the difference that Fairtrade was ask the right questions? You open and honest making. The difference it makes in don’t necessarily need to know conversations about those communities is phenomenal, the answers. educating kids and giving them what we don’t know fresh water.

108 INTERVIEW / ANDY PHELPS 109 things like diversity committees where employees can come and talk to other people in a safe environment about what they’re experiencing. I think having mixed mentoring can be really powerful, Pam too. But at board level, we can hold management to account, by tracking the numbers, asking Powell to see the progress. Pam is NED, AG Barr plc, Cranswick What changes would you like Country Foods plc, Premier Foods plc to see in five or 10 years’ time? Brexit will be significant for the food industry. Jobs in food such as raw food processing are difficult to recruit for, and we rely on European labour. It’s not easy to fill those jobs, and it will be very tough on our food supply if those who are willing to do the roles can’t enter Britain. until I finished school. It was from different ethnic and racial I’d also like to see a change in I’m American. I went to university the world. It was an incredible fascinating. For a kid to be able backgrounds, around a table, the way we recruit into food and in the School of Engineering success story. to get involved in all aspects of a the conversations are richer and grocery. There are cycles when at Duke and was going to be small business, and do it with your decisions are better. And it’s After nine years, and with my it’s more interesting for young a mechanical engineer, before mum, was very inspiring. definitely easier to be yourself. daughter starting school, I people to go into banking, or deciding that was definitely not into consulting, or into branded decided to retire my frequent flyer Thinking about the broader issues where I wanted to be. I did an What does great leadership goods – and food manufacturing cards and start my plural career. around inclusion and belonging, MBA, and during my summer mean to you? and retail doesn’t always seem so For me, it’s been an easy transition I have a sensitivity, I suppose, internship, was invited to a course sexy. But I think there’s a fantastic into the boardroom side of things. I think it’s about helping people to all the small things that can on brand positioning at Quaker opportunity in our sector for I have three food and beverage have a shared vision about where impact someone’s happiness Oats in Chicago. I loved it; after graduates to contribute to all boards that I work on: Premier you’re going, it’s about bringing and their ability to succeed. My that it was all brand management. the things they care about… the Foods, AG Barr, and Cranswick. people along with you, but in a sister is gay, and so I have close environment, healthier eating, I went to work for Lever Brothers I round that off with roles in way that’s flexible, adaptable, second-hand experience of the local authenticity and so on. in New York, where I stayed for the charity sector with a focus and lets people be who they kind of prejudices and problems We need to sell those. And a seven years. My last job there on education and on the local are. It allows people to make she’s encountered through work diverse community is more able I’d love to see a was running the Dove brand, and community. I’m on the council at a contribution, bringing their and life. change in the way then I moved to the Unilever head the University of Surrey and have own style and their own voice to bring new ideas that will make office in London to be the global just agreed to chair a local award- to things. What do you think are the a difference. director for Dove. Launching new winning art gallery and museum. main hurdles preventing we recruit into If you went all the way back to markets and new categories, we Looking specifically at diversity further progress on D&I the beginning, what would you food and grocery... took it to be Unilever’s first billion- Have you had role models and inclusion, why is it an within the sector? dollar brand. you’ve been able to look up to? important area for you? have done instead? I think it’s multi-faceted. I mean, there’s a fantastic I think I might have been an art When I think about influences, I care about it because it affects it starts with recruitment. If you I was really due for a move, and teacher. Although I’m not myself opportunity in the my mother was a key one. She me personally for starters, being don’t have any diversity, it’s harder ended up with a job in Paris, at artistic, I’ve always appreciated had four children and went back a woman, and on one of my to recruit diverse candidates, sector for graduates Coty Beauty. But my heart was art and creativity. And I’ve always to work when I was about nine. boards until recently, being the you know, because they look in the UK, so I soon came back been attracted to education and You know, that was back in the only woman on an all-male board around and say, “Oh, I don’t see to contribute to and went to work at SABMiller seeing people develop and grow. to create marketing capability 70s. She then opened her own with an all-male executive team. anyone who sounds like me, looks all the things they and drive growth as we acquired business, and I went to work Research is clear that when there like me, understands me.” And care about brewing businesses around for her from the time I was 12 are different genders, or people then when they come in, having

110 INTERVIEW / PAM POWELL 111 Why is a diverse and inclusive workforce important to you? I believe that Tesco is a place where everyone is welcome. That has genuinely been my Ashwin experience. When I joined Tesco, it had an Afro-Caribbean network, an Asian network, it had an Out Prasad at Tesco programme, that has now become LGBTQ+. But very Ashwin is Group Chief Product authentically, it has always felt Officer, Tesco part of the communities we are serving. When I looked around the business, you could see that it was also a diverse place to work. What have you done to more – and to laugh, smile and Now, when you start getting into encourage a more diverse slow down without losing the the ratios and the statistics, we workplace? Is it something that desire to make a meaningful find that there’s always more to do, you consciously do? difference and act with purpose whether it’s women in leadership with whatever I was doing. or a balanced representation of I think it’s probably becoming people from different backgrounds increasingly less conscious Which organisations do you in the teams that work in head because I’ve been doing it for look up to outside the sector? office roles. But what I love about a while – but it certainly didn’t I’m a Kiwi by nationality. My I did my bachelor’s degrees in I believe in the purpose of Tesco is that diversity here isn’t come naturally to me at first. We Maybe it’s just because I’m a parents were both originally from Auckland, and then started on a the business and its ability about trying to drive big steps all have our biases as we come parochial New Zealander when it Fiji, however they initially left for graduate programme in the gas to do good, to be a platform forwards to respond to a corporate up through the organisation, and comes to sport, but I really admire Holland as my father was part and chemicals industry, which took for change. I think we have agenda, but rather about ensuring I think the key is being able to the culture and leaders (players of a sponsored study program me to Sydney. I’m now in the UK a responsibility to make a that everyone is welcome and be open enough to understand and coaches) of New Zealand whilst working for the Fijian because my wife — whom I met in difference in the world. If you about treating people as they what yours are. And then wanting rugby. The All Blacks have government as a land surveyor. Sydney — is British, and she was look back specifically at the would like to be treated. How do to do something about it. If you famously strong team values and Whilst in Holland, the first of a starting to miss Branston pickle past six years at Tesco, a lot has we help everyone get on? try to find the finished product instil them in every member of the series of military coups occurred and Soreen malt loaf. So we both been achieved. There wasn’t in people and talent, you miss broader team. Their principles are in Fiji starting in 1987. As a result, transferred our life and careers to one transformational moment, How do you personally a trick, because you’re looking about no one in the team being our family was offered political the UK. but a series of improvements role model in an inclusive for people to fit a mould and more important as an individual asylum in two places: Holland over time. Being involved in leadership style? reinforce a type. What you want to than anyone else, the metaphor of and New Zealand. My parents I joined Mars in the UK, starting that journey is part of my story. being a good ancestor and having If you think about inclusivity do is give people the opportunity chose New Zealand because we’d out in commercial before moving a responsibility for setting up the properly, it is about diversity to stretch themselves and develop been there before. Losing their into marketing. After my time at next generation if you’re a senior of thought, not just gender into who they’re ultimately meant home and assets, my parents had Mars I went into the retail sector member of the team. That, for me, or ethnicity. And diversity of to be. Give them room to grow by to start all over again in another with Tesco. We went through a I believe in the is quite inspiring. thought means being a really understanding them better and country as refugees. As a young series of challenging times at purpose of the good listener. Here at Tesco we helping to set up their success. boy, that experience has shaped Tesco, but emerged as a fitter If you weren’t doing this job, business. I had admired Tesco call it “Every voice matters”. It is my character. business and its ability What advice would you give what would you be doing? before I had joined and wanted something that I’ve benefitted your younger self? to experience working for the to do good, to be a from, and I’ve become a better I’m a very keen conservationist company that had become the leader by being open to a variety Relax a lot more. I was way too and animal lover. So, if I could UK’s biggest retailer. Over the platform for change of voices. Not just the ones that severe and intense as I was coming have done anything else, it would past few years I think my early reinforce and support your world through as a young graduate. have to be running a luxury game background that developed my view, but also the ones that That resilience and perseverance reserve in the Okavango Delta resilience, prepared me well challenge you. probably made me results driven or perhaps in South Africa. The for the turnaround we have and comfortable with driving combination of running a premium been through. change. I think people around me hospitality business combined with recognised that. But in hindsight, animal conservation would be my I’d still tell myself to relax a bit ideal role.

112 INTERVIEW / ASHWIN PRASAD 113 My aspiration is that we look back in 10 years’ time and think, Emma “How on Earth were we living in a country Revie where we had food Emma is CEO, The Trussell Trust aid as a standard part of our response to a crisis?”

Across the whole country, we society is having food banks. But I What changes would you managed to keep providing know from the data I’ve seen and like to see in the food and services, and that was in large part the conversations I’ve had that grocery space in the next due to the partnerships we had there are policy changes that can five to 10 years? with our major retail partners. be put in place that could ensure From a young age, I was very Then I saw the job at The Trussell people have enough money. My Two protective factors would passionate about social justice. Trust – and took the opportunity What do you find most aspiration is that we look back in prevent people coming to food My mum and dad were the kinds to work for an organisation where rewarding about what you do? 10 years’ time and think, “How banks. One, a social security of people who always stepped compassion and justice come system that provides enough I think it’s the opportunity to on Earth were we living in a forward, and I think that really together. I’ve been at Trussell for money for people when they see the very best in people. country where we had food aid as instilled in me a responsibility to about three years now, and our are unable to work to hold them When I approach a food bank a standard part of our response step up when things aren’t right. vision is a UK without the need out of deep poverty. Second, for a visit and they don’t know to a crisis?” for food banks. It’s an incredible it’s about establishing a work me from Adam, I walk through After leaving university, I moved privilege to work with our food Is diversity and inclusion environment that pays fairly and is the door and I am greeted with into the third sector, and I started banks across the country, but also important to you? secure – providing opportunities this overwhelming welcome focusing on overseas. I worked a job I deeply wish didn’t need for people to earn a living wage. from a volunteer. It’s a really Hugely important. I think when for an aid agency, Tearfund, in to exist. In that way, it’s the best And it’s about that development radical welcome. To step over you are tackling intractable their UK offices. For me, poverty and worst job in the world. as well: how do we ensure was something that happened the threshold of a food bank is problems in society, you want the that there’s a path for people a deeply distressing thing for very best group of people who overseas. While I was at Tearfund, Tell us more about The are reliant on. During that time, starting at the lowest salaries in somebody to do – it’s deeply are able to work in their very best I had moved to Tooting, London. Trussell Trust. our food and grocery partners our organisations across food I set up a couple of youth clubs stepped forward, called me undignified to have to come and way to formulate solutions. So it and grocery? and the kids who came were During the pandemic we’ve seen directly and said, “What can we ask for donated food. And so is critical for our organisation to struggling with essentials, like the number of people needing do in this situation?” Where our seeing our volunteers understand ensure that we’re attracting the If you went back to the clothing and food. I was horrified food banks almost double. We food banks would normally have that, and seeing them radiate very best, most diverse workforce beginning and did it all again, – and I realised how important support a network of 1,250 food a relationship locally with their a warmth that makes that step and that we are creating an what would you have done? it is to tackle the inequalities bank centres across the UK, supermarket, there was nothing easier… after three years, it still environment that is inclusive and every one of them has seen gives me goosebumps. for them. When I was young, I wanted to be and injustices that exist on locally that could be done. So, the a spy. The attraction, I think, was your doorstep. unprecedented levels of demand. major supermarkets stepped in And that happened overnight. But also, I have the privilege of For me as an employer, it’s tackling really knotty problems to help ensure that food supplies being part of the conversation incredibly important that we are and trying to resolve them. And I then became CEO of a youth were still available for our food charity in the East End of London, And at the same time, as the about how the system can modelling the kind of behaviours I think that is probably part of industry knows better than anyone banks, and that financial resources change. I think many people feel we’d want to see in wider society, my DNA. before moving into a national role were there to allow us to buy food within the youth sector. else, food was disappearing it is inevitable, that part of our to prevent injustice and inequality. off our shelves, and particularly where needed. those food items that food banks

114 INTERVIEW / EMMA REVIE 115 We have just raised funding for As someone who’s got the CHIKA’S Africa. The same great power to grow and nurture a snacks, ethos and making it business, why is diversity and more accessible to the nation. inclusion important? The factory is already up, HQ is For one reason – because of looking great. Recruiting’s already confidence. It is so important to Chika started, and we have a target build up the confidence of the of 70% females. We will be able people around you, whether it is to offer girls more education that of your friends, your family, Russell opportunities directly with the your partner or your children. schools, and then we can put Diversity brings challenge, which Chika is Founder and CEO, CHIKA’S those girls through our business if overcome, in itself builds with work experience. For me, to confidence. be able to do that where I grew aisle. Because we saw that aisle as up, and impact the lives of people In our business in Nigeria, there marginalised away from the rest there, is very exciting. are people of different ages and of the supermarket, with fewer different backgrounds. And while I visitors down it. Have you had role models in champion women, and I champion your career? girls and education, I would be Just because I’m an ethnic I’ve had so many role models, foolish to have a 100% female minority business, I did not want male and female. A woman called workforce – diversity is needed less opportunity to showcase my Sahar Hashemi really helped me. across the board. range to a wide range of people. When CHIKA’S launched, we One of the things that is needed You say you support the this, I was sad to leave my friends. foods that I grew up with, and did not have a brand, and the is to bring the mass market brands education of women through It did not really seem fair that I got everyone seemed to like them. snacks were in lovely white bags from world-food aisle to the the business... to go, and they didn’t. Also noticing that none of the because I thought they looked mainstream, as that is where the snacks I grew up with were in premium. Until I met Sahar. She We work with World Vision and footfall is. I moved to London, and that was clear, “How have you ended we sponsor the Empowering any of my local shops. I felt that Entrepreneurialism is a beautiful feeling of unfairness stayed up with this bag? I wouldn’t buy Girls programme. It’s about I could create a business which thing. But it is tough. More should with me. In fact, it never really these, I think they look shocking, helping girls attend and stay in produced great snacks, believing and could be done to encourage left. I was going backwards and soulless and certainly does not school. There are lots of areas that there must be people out and support it, at government forwards from London to Nigeria give me the feeling the snacks we focus on, like getting them there who wanted them. But level and amongst the retailers. because my dad wanted us to do when I actually eat them.” I to school safely, ensuring there the business had to do good. It It would be nice to see smaller spend all of our free time in really appreciated that very direct are appropriate facilities, and had to make my sponsorship of brand with less budget helped Nigeria and to have a real affinity feedback. educating communities at large children sustainable. and given a shot. There are so with where we came from. I about why it is important for many great brands I’ve come continued to see my friends from So I got in touch with a couple girls to attend and finish school. Nigeria, but naturally, as time of people and explained what I across that could be really I’m the youngest of seven Those who do are five times more passed, this common ground we wanted to do. That is business successful. children. I was born in London It is so important likely to educate their daughters had together started to diminish. built on a good ethos but crating and then moved to Nigeria, where to build up the in turn. It’s a confidence issue as If you hadn’t set up CHIKA’S, supremely tasty snacks. A business well. When girls finish school, I stayed until I was around six. During my time at university, I what else would you have done? that would impact lives. their confidence and knowledge Those days were carefree days felt compelled to get involved in confidence of the is passed down to their children. It I’ve always wanted to go into – just fun, freedom, happiness. educational sponsorship. I also CHIKA’S was born. Actually, people around you, changes generations, it improves food. So if it wasn’t CHIKA’S, I Found in climbing trees, picking started my career in banking, and because I was not ready with the the community. The country. would have created a chain of fresh fruit from trees. Dancing in I really loved it. brand name, I put my name on whether it is that of the rain. Ultimately the world. restaurants, a place of happiness. the design, as a place holder for A place where you can relax. It has Then after having my first child, the unveiling. And when these your friends, your Aged six, my parents decided What changes would you like to all the things that make you happy and having lots of time compared consultants saw it, they said, that I had to go and start formal family, your partner see in the next five to 10 years? – the warmth, the colours, the to before, I hosted a number of “Chika, fantastic name. This is education in London, and join my music, the food, the people, the art events at home, showcasing amazing.” I was like, “Oh, my When we started, one of the big older siblings who were already at or your children company. I would have called it African Art. And at these events, God, it’s not called Chika’s.” But things for CHIKA‘S was that we boarding school. While I should ‘YOUR PLACE’... so, yeah. I might I would provide wine and snacks it had started... and we ended up would never accept a listing or have been really excited about still do that. for people. These snacks were with CHIKA’S. distribution into the world-food

116 INTERVIEW / CHIKA RUSSELL 117 Has being a woman ever felt What are the things you focus What is the most rewarding like a barrier to progression in on when inspiring others? thing about working in the a male-dominated industry? meat industry? For me it’s about giving Not necessarily, but it’s made me people time, listening and truly The variety. I have not, in a 20- work harder. I think if you work hard understanding their aspirational year career, ever had two days Laura you’re going to get ahead, and goals and challenges first, and the same. the meat industry is one where the then helping any way I can. opportunities are huge for those If you weren’t doing this, Ryan who want to get in amongst it and What benefits do you think what would you be doing? make change for the better. the meat industry would get from having a more diverse Working for Diageo because of Laura is Founder and Global Chair of my love of gin! Though a newer Did you have any female workforce? Meat Business Women and leads her passion of mine is academia. I’ve role models in the industry? own consultancy business, Lavenpark It makes the industry more spent time lecturing in marketing No. When we talk about this sustainable and will allow us to be and management, it’s rewarding within the Meat Business Women more agile to challenges, thinking to spend time with students at committee – all senior women – and acting innovatively. It will the beginning of their career plus without fail the six of us have male bring it closer to the consumer better understand what Gen Z role models. I think that’s fine – and ultimately, will make it more perceptions are of the meat though it would have helped me profitable. industry. if there were female role models. Our research highlights that Which books have inspired your Can you explain more about there’s not enough female role thinking in the way you lead? your consultancy Lavenpark? models, particularly from a diverse There’s a book, How Women I’ve got no agricultural meetings I was often the only Lavenpark is a small but powerful background, and at a younger Rise, by Marshall Goldsmith and background and as a kid I didn’t woman in the room. I would consultancy. We put into play Role models show age. We want to address that. Sally Helgesen, which impactfully even like going into the butcher’s chat to my friends over a drink 20 years of marketing and outlines what holds women back shop… but when I finished my in the pub, and they would say, that the potentially management experience across What does it mean to have a in their careers. There are 12 master’s degree I saw a graduate “Why on earth do you want to the food sector to build solutions role model? points, and one is, ‘Don’t let your job as marketing manager for a work in the meat industry?” unachievable is for a client base that includes job get in the way of your career.’ meat wholesaler. I naively thought, It helps you think differently – commercial players, government achievable That’s been one of my things: I am “Marketing meat, that’ll be easy, These were talented friends who and shows that the potentially and levy boards at a domestic a perfectionist, so I always want I’ll give that a go.” I started there worked in medicine or finance unachievable is achievable, when and global level. Having a strong everything to be right. In the past almost 20 years ago and I’ve fallen or law, and they would have image of the industry for women; you see that somebody else has international network helps that meant it therefore had to be in love with this industry. I love the never considered a career in the to nurture new entrants through done it. With role models, I look Lavenpark to give clients unique me that did it. I’m much more self- pace, the challenge, the people meat industry; it just didn’t sound education and mentoring; to at the good things they’re doing insights, trends and best practice aware now, and inspired every day and the way the industry operates. appealing to them. improve networking. and think, “I can take something from around the globe. from that, and influence my own by the skills and brilliance of the I could see two things really clearly: In that first job I was identified as We’re now in five countries, we’re style and approach, and put that amazing people I work with. Where would you like Meat firstly, the image of our sector a Business Leader of Tomorrow in recognised by the United Nations into my own performance.” Business Women to be in a process led by the government, was not attracting female talent. and by royalty (HRH Princess Anne 10 years’ time? and I was lucky enough to travel Secondly, when I was looking spoke at a recent UK event). I Operating in at least 15 countries and meet international graduates around head offices I couldn’t help often think: ‘Bloody hell, how have connecting 100,000 women from a range of industries, which but think: ‘The pipeline of female we managed that?!’ across the world to attract and really put into perspective how talent that we do have is not retain them in a more diverse the meat industry is viewed as a progressing to the top’. Two years ago I went portfolio, and sustainable meat industry – career choice. running my own consultancy Keen to convince women that – Lavenpark - which delivers oh and another invitation to the I moved into marketing and the meat sector could offer them marketing and business strategy United Nations! strategy roles at the Agriculture a rewarding career, I decided to solutions for food businesses. and Horticulture Development set up Meat Business Women, Alongside that I’ve got a new Board (AHDB), becoming Sector a global professional group for Non-Executive Director role for Strategy Director in 2016. It was females working in the industry. Livestock Information Limited and really at this time that I started I established the group with I’m still passionately involved with noticing that in senior-level three clear goals: to improve the Meat Business Women.

118 INTERVIEW / LAURA RYAN 119 During my long tenure at growth. Although I have reshaped way. Specifically in EMEA we have Colgate, I had many career role the business and strategies, made important strides promoting models, and specifically two redesigned the organisation, gender diversity and delivering senior executive leaders were acquired and developed talent, unconscious bias training. instrumental in my development and embedded new capabilities, Women’s International Network, over many years. I am also there is still much more to do to an employee ambassador group Ana fortunate to have career role deliver our ambition. dedicated to advancing women, models at McCormick who drive has been established in the UK, a high standard while offering What are the main benefits of a France, Poland and South Africa. Sanchez advice and support to help me diverse and inclusive workforce? We’ve also established a multi- become a more effective leader. disciplinary anti-racism advisory Ana is Vice President Consumer With true diversity and inclusion comes innovative thinking, group called EmbRACE to ensure What does great leadership look Division EMEA, McCormick divergent perspectives, and a we pro-actively identify tangible like to you? heightened sense of belonging, actions across our region. A great leader is courageous, which will not only retain and I, along with the Global and honest, resilient, self-aware, kind, attract the very best talent but EMEA leadership teams, am grateful, always learning, inclusive, also extract the absolute best committed to building a positive, and drives high standards, but in people and teams. It also modern, diverse and inclusive celebrates the people and their creates trust, connectedness, workplace where colleagues of achievements easily. and pride which allows each all backgrounds, life experiences, person to bring their individuality preferences and beliefs are What career challenges have and creativity. These elements recognised, respected and you learnt the most from? together will drive teams to reach valued – and everyone gets the I was born in Seoul, South Korea Valley dotcom mania. Luckily as Who have been your career In 2012, I was offered the role for higher ambitions and unlock opportunity to thrive. Companies and I am the daughter of a Puerto the internet bubble burst, I was role models? of Marketing Director of Latin stronger growth. like ours must reflect the Rican father and a Korean mother. accepted to Tuck Business School America and it was known to be a communities and consumers we In my earlier days, my role models What diversity and inclusion I spent my very early school years at Dartmouth College for an MBA high-pressure role with significant serve. If not, how can we expect were in academia, due to the initiatives are you driving at in Germany, then lived in at least in General Management. travel (at that time my son was 18 to meet their needs and inspire fact that I was the first in my McCormick? six different states in America. months old), however it was also the chef in all of them? After graduation I joined Colgate- family to go to university and I By the time I was 17 years old, I a high-profile and high-impact We have a Global Diversity and Palmolive where I spent 15 years experienced how an education had moved about 12 times and it role as well as a significant growth Inclusion Council of which I am a What are the biggest challenges in leadership roles of increasing can change your life’s direction. wasn’t until I arrived at Dartmouth opportunity. It was steep learning member. We also have a global facing further D&I progress? responsibilities in the U.S., I was, and still remain, inspired College in Hanover, New curve, in a new region across many IGNITE programme, which seeks Latin American Division, and by Dr. Scott Cowen (father of Making clear choices on where to Hampshire that I knew I would markets, significant competitive to create a workplace where European Division. I am now at my college roommate and best have the largest impact, accessing spend four years in one place. threat and challenging business all employees can maximise McCormick & Company where I friend). At that time, Dr. Cowen and measuring accurate data over and economic environments. their potential by removing the Professionally, I started my career started as the Vice President of was the Dean of Case Western time and unconscious bias. My first instinct was to decline invisible forces standing in their at 14 years old at McDonald’s, Marketing for EMEA where I led a Reserve University and then the offer, but with the support working weekends during the transformation across all aspects went on to become President of my husband as well as critical school year and full-time in the of marketing including data and of Tulane University as well as mentors, thankfully I accepted. summers as a drive-thru cashier analytics, technology, innovation, a critical community leader in It was immensely rewarding and and host for kids’ birthday parties. digital and communication. I New Orleans during and after shaped me as a business leader I spent two formative years there, was recently promoted to the Hurricane Katrina. He achieved and built long-lasting relationships learning about responsibility, Vice President of the Consumer success on multiple fronts despite that I still hold dear today. customer service, team-work, and Division for EMEA with P&L his humble beginnings and his up-selling (i.e. “would you like responsibilities and charged learning disability as a child. Dr. Another career challenge is fries with your order?”). During with accelerating profitable Ella Bell Smith, a Tuck Business the role that I am in now at university, I interned over the growth, building brand love School professor, accomplished McCormick. It is extremely summers in investment banking. with consumers, and removing author and speaker, and advocate rewarding, fast-pace and dynamic After graduation I accepted a role complexity. on women’s workplace issues. with a breadth of responsibilities in finance at Intel Corporation, She taught me about leadership across multiple functions, brands, then joined Deloitte Consulting awareness, driving change in categories, and markets with an before jumping into the Silicon oneself and in an organisation, ambition to drive unprecedented and rising above drama.

120 INTERVIEW / ANA SANCHEZ 121 of them together you have a much I’m lucky to work for a company richer organisation. that is a meritocracy to start with. The very fact that there is an But the primary reason is that Indian national running the UK you have to do the right thing and Ireland, one of the largest to begin with. A successful subsidiaries of a French business, Vismay organisation is one where means that this organisation gives everybody feels that they can opportunities to people. But we come in and give their best. And need to do more. Sharma if you create an organisation that clearly exudes that kind of warmth How would you like to see the Vismay is MD, UK & Ireland, L’Oréal for everybody, you’ll attract the sector evolve in the next five to best talents. Those talents need 10 years? not be one particular gender or one particular race. That’s the The sector has to represent the great thing about humanity. You society we operate in. And if have bright people everywhere. you look at senior management in most corporations, that’s not happening. We don’t have a lot of leaders with disabilities. We What does great leadership We have to accept don’t have a lot of leaders from mean to you? Black, Asian and minority ethnic communities. We don’t have I think great leadership starts with that a lot of people a lot of leaders who are from a vision, the ability to foresee coming from LBGTQ+ communities. It is the I come from a middle class, Indian I did my MBA. In my final year of professional products divisions in what’s coming your way in the responsibility of today’s leaders to family with parents with very my MBA, I came across a case the world is in India. next five or ten years, and to disadvantaged make the changes that will see the strong values around education, study on L’Oréal, and I found it prepare the organisation and the I then went back into the sector evolve. doing the right thing and helping really inspiring. As a matter of people. And then it’s about having backgrounds Consumer Products Division those around us. I studied as my chance, L’Oréal decided to set up enough charisma and empathy in Paris, then to India, and to are starting off If you could do it all again, what parents asked me to and I think a subsidiary in India around the that your team follows you and Indonesia as Country Managing would you have done? education is one of the most time that I was passing out of my your vision. My leadership style way behind the Director. Indonesia was great, important things we can have, and institute. I applied and I managed is a lot about surrounding myself What I would love to do is to a very different culture to live these values have helped me all to get in. with people who are brilliant at starting line go back to India and set up a and work in. And then I had the along my career. their jobs, people who can do few schools for children from I joined the Consumer Products opportunity to come to the UK in their jobs much better than I can. economically disadvantaged I was raised in Delhi, did my Division first, then the Professional 2016. To work for L’Oréal in the And then you need to create an What are the main barriers households. I would love to give degree in computing, and then Products Division, which is the UK is a privilege. A lot of people environment of total trust and preventing progress on diversity them the same level of education division focused on hairdressing tell me, “Oh, you’ve only worked transparency, one in which people and inclusion within the sector? that I could provide to my salons. I came to the UK as a for one corporation.” And I say, can take risks if they need to. own children. product manager working on hair “Yes, it’s one corporation, but it’s a We have to accept that a colour, then went back to India to million experiences.” lot of people coming from Why is diversity and inclusion relaunch the Professional Products disadvantaged backgrounds important to you? Division, which was struggling a On the personal side, my wife and are starting off way behind the little bit. We were faced with the I have a son who is 18 and who The corporation we work for starting line. They are facing question of our business model has just started university and a has to be a reflection of the challenges that come from the because there were no salons in daughter who is 15. It’s good to societies we operate in and the kind of education they have the country at the time. If there have a 15-year-old who keeps consumers we are talking to. access to, the kind of security are no salons, how do you run on reminding you what are the At one point, we talked about they have at home, the kind of a salon business? So we started most important things for the diversity. Then it became diversity security they have when they step creating salons and within two or younger generation. And it’s really and inclusion. And, for me, it out of their homes. As a society, three years, it completely changed enriching because her generation goes a step beyond. It goes into the sooner we can intervene, the the shape of the hairdressing amaze me. When I think about a sense of belonging. If you have sooner we can help people, and industry in the market. Even today, what I was interested in when I experiences that come from the bigger impact we will have. for us, one of our most successful was 15, I wanted to just steal my different places, when you put all dad’s car and run out with it.

122 INTERVIEW / VISMAY SHARMA 123 It takes time to get out of your What career challenges do you Why is diversity and inclusion own head and be comfortable in feel you’ve learned most from? important to you as a leader? your own skin in a work setting. Listening is a skill I’m working on. You’re not going to do as And once you’ve kind of cracked When you start understanding well as you could if you’re not it, I think you have a responsibility what it means to listen, you realise representing the people buying to create the right environment it’s not about what you want to your product. For me, one of the Chris where others are empowered say, but letting people know most interesting and personal and encouraged to search for you’re taking everything on board. things to explore in inclusion and their own authenticity. Silcock If you listen properly, the results diversity is the idea of exclusion. After all, who doesn’t want to you get can be tenfold. Everybody’s felt it at some point, Chris is Vice-President and work somewhere where we all but because you want to move on, feel we belong and where we can What advice do you have for you don’t revisit those feelings. Chief of Kellogg’s UK bring our true selves to the office the next generation of leaders When you do, you learn that it’s every day? in this sector? the situation for a lot of people The quicker you can get to a every day – realising that allows What attracted you to retail deep level of trust with those you to reframe your perspective. and FMCG? that you work with the better. What are the biggest hurdles I got into retail dead early – at 16. You can go home and sweat stuff to further progress on inclusion Admittedly my first job was part- on your own, but the sensible and diversity within the sector? time around my studies but what thing is to talk to somebody who attracted me to the sector then is understands the issue on a work Getting people to understand what has kept me in grocery and level – with no fear that they’re that D&I isn’t a threat. I think food and drink all these years – going to use it against you. getting more people onside – Authenticity. Seems everyone’s When you start out (and my career The role was different, the the pace. I love the speed and rather than having people pushed talking about it. Whether it’s in grocery kicked off at 16 when I company was different and the seasonality of it all. to the sidelines and then throwing brands needing to be more worked part-time at ASDA), I don’t skills I needed to deploy were stones – is key. genuine or leaders needing to believe any of us has even the different. For one, I’d never Who have been your career ditch their well-honed corporate slightest inkling of the need to be managed that many people and role models? façade and let the real ‘them’ authentic. We’re too busy trying it was a pure leadership role, so I like people who take ownership shine through. to learn the ropes of a new job conveying my personal sense of and accountability when things and not get fired. authenticity and communicating are good and bad. I think people I don’t know anyone who doesn’t was crucial. want to be themselves at work. As you climb the career ladder, like Andy Clarke, Barry Williams Why wouldn’t you? But in my you again tend to focus on I realised every word you say (both from my time at Asda), experience as a leader, it’s much delivering. You don’t give is interpreted, potentially, in a Leendert Den Hollander (at easier to talk the talk than walk yourself the head space to be slightly different way. It’s fair to Coca-Cola) and Oliver Morton the walk. self-reflective. And, if you can’t say, I learnt from that experience. (Kellogg’s) are like that. I’ve do that, being authentic is so worked for some great bosses Authenticity is — I don’t mind much harder. If I reflect on where I am today who have energy, strength and a admitting — something I’ve as head of Kellogg’s in the UK relentlessness to keep pushing. grappled with throughout That’s been my experience. Apart and Ireland, I can’t think of a my career. from a break for university and time when authenticity has been What leadership traits do travelling, most of my career more important. Without it, the you admire? was with ASDA in a range of contemporary leader is unable Authenticity, especially when commercial and buying roles. to inspire and engage and reach combined with being a good I can’t think of I learnt so much, for which I’ll people where they are at. listener. And it’s about having the always be grateful, but around a time when confidence to say that you don’t eight year ago I really felt I Authenticity is not always easy have to have all the answers. authenticity has been needed a change. to get right (my own personal experiences are a testament to My team will tell you I’m good more important It’s at that point I joined Coca- that) but I passionately believe it at listening, sometimes, and Cola and it’s at that point I also is something you must work on. sometimes I’m not. I think that’s really discovered the need for a continual learning journey that authenticity. involves letting people know you need their help.

124 INTERVIEW / CHRIS SILCOCK 125 As a M ori, we are all about our How do you personally ancestors (our whakapapa), so role model an inclusive I realised that having I really like to know people’s leadership style? a diverse group of origins. Personal histories are Up until a few years ago, I hugely fascinating, and I am excellent people focussed solely on diversity. I then always asking nosy questions realised that having a diverse Mel about people’s lives. It’s a no was not enough: group of excellent people was brainer, for business and fun, to not enough: I have to create an I had to create an make sure you have diversity in environment where everybody Smith your business and your team. environment where feels like they belong. I am still learning how to do this well. All Mel is CEO, Ocado Retail In the UK today, do you think everyone feels like of our colleagues do unconscious there is still a class issue? bias training, we have networks for they belong Social mobility is a huge issue in LGBTQ, ethnic minorities, working the UK. I once gave a talk to 15 families, women, mental health, I have an amazing team of 400 senior women at a prestigious and we track our population in in our head office. They worked UK investment bank. I told terms of our ethnicity and gender. 24/7 during lockdown and they them about my experiences, my We are very intentional about were rock stars who supported me working class background, and building an inclusive culture - one and each other. I have never been how often I felt out of place. To of our core Ocado Retail values is more proud or inspired than I am me, they looked like the poshest encouraging colleagues to bring right now leading this small and women I had ever seen. Five of their unique and diverse best mighty business. them emailed me afterwards to selves to work. Australia for the role. Joining the freelance consulting assignments tell me about their backgrounds Additionally, we also have a strong world’s leading consulting firm (Bupa, SABMiller, Pearson) until and one confessed they grew up What do you find most network of frontline colleagues was quite a learning experience. I retired to hike with my tent and in a council estate. I am pretty rewarding in your job? working across the UK. I visited sure they had never shared their I remember the first dinner I finish my teenage goal of visiting I love everything about my job, every facility in the Ocado network backgrounds with each other. I went to, someone said ‘pass the every country in the world. After you never know what the day during the first lockdown, four think foreigners feel it less as we arugula salad’, and I had to tell a year of retirement, a friend is going to bring. Online retail of which were a three-hour drive are treated as belonging to no them I didn’t know what arugula of mine told me I needed to is pure adrenaline: it moves away, and there were no hotels. particular class. looked like. I was also told I had hike less and get a proper job. I so fast, and we can change so So I showed up in my panel van poor napkin etiquette (fold goes figured she was probably right, so much so quickly and see how and welcomed drivers back from inwards on the lap apparently), I joined M&S for two years, got an customers respond. a night shift, and then slept in the and I really didn’t know what excellent NED role at SSE plc, and van until 5am to greet the first wine to order. am now the CEO of the world’s drivers coming in for the day. Our largest (and coolest) pureplay frontline has always set us apart I spent two fun years at McKinsey, online grocer. I also managed to from our competitors, but this I’m from New Zealand and I am who then supported my studying finish my travel goal in May last year they are heroes! M ori, from the Ng puhi tribe - for an MBA at Kellogg School year, with Yemen the last of 197 my dad is white (P keh ) and my of Management in Chicago. En countries visited. What advice would you give to mum is M ori. Both came from route, I met a lovely French guy on the next generation of leaders working class families and neither a bus in Peru, and after business Why is a diverse and inclusive entering food and grocery? finished high school. I moved school we decided to move in workforce important to you? together in London and I rejoined Young people should actively out of home at 16, finished high Commercially, diversity of seek out parts of the industry that school and went off to university. McKinsey. We are still here 20 years later. thought drives better business are disruptive, challenging and I loved university, I studied law performance. Having diverse growing. Join businesses or teams and finance at the University of I rose through the ranks and backgrounds, ethnicities and that are growing and thriving. Auckland. I was supposed to be a became a Partner, but chose to genders is a really robust way There is no better industry to lawyer but I ended up applying to leave in 2009 because I hadn’t of ensuring diversity of thought. work in than food retail — we all consulting without knowing what slept for about three years. Studies show a strong correlation love food, and retail is absolutely the job really entailed. I joined I decided to take on a new between the diversity of the fascinating — there is nothing McKinsey as it had the most fun challenge so went to TalkTalk leadership team and financial like customers to keep you on cultivation dinner, and I moved to to be the COO. I did some fun performance. your toes.

126 INTERVIEW / MEL SMITH 127 What do you get most You know, if I’m honest, it was enrichment from? a unique moment, that real engagement, a sense of common The thing that really makes my purpose and importantly 800 heart jump is when I see someone colleagues with an action to step into a leadership space by take when we all returned to our Louise identify something that needs organisations the next day. to change and then having the courage to do something about Stigant it. It just gives me a huge amount of energy and it is partly because Hearing people talk Louise is MD, UK, Talk to us about inclusion, you can see their faces light up about their own Mondelez International diversity and leadership. when they realise they can have I’m most proud of the shift an impact and add value to lives really brings the that we’ve made at Mondelez, themselves, their colleagues and focusing more broadly on the business. topic of D&I onto leadership and inclusion. We’ve a human level spent a lot of time encouraging Tell us about your engagement people to be their whole selves with the wider D&I community. and that honesty and openness Mondelez had been involved in has created a greater connection Diversity and Inclusion in Grocery Since then more businesses have to one another and the business. from the start and it is an example joined as sponsors, a host of lunch of what can be created from a and learns have been run and We started this journey about five small “acorn”. the mentoring programme has couples navigating dual careers, an incredible business and team. or six years ago with a women’s grown. Sadly, we had to deliver family life was hugely rewarding Before being offered the position, network and, over time, that has Initially, the idea was simply to the 2020 conference virtually, but but presented regular challenges. I was aware the role had become evolved enormously. We have share D & I best practice across plans are developing for the next It was sometimes difficult to find vacant but convinced myself that a passionate gang of people in 5 founding partners – Tesco, conference in October ’21. This a balance between doing a job I would not be considered at different affinity groups under the Coca-Cola, P&G, Accenture, and group have really stimulated a that I really loved and being the that point; at the same time “the umbrella of Inclusion@Mondelez. Mondelez. It rapidly evolved, rich conversation in our industry parent, I wanted to be. business” was unsure whether I It goes from strength to strength. driven by the courage of the and I am confident it will continue would take on the role as I wasn’t Recently we showcased an individuals involved, for Mondelez to have an important impact on One of the outcomes of the prepared to move my family to initiative in our field team – a set that was Claire Parkes, and quickly our colleagues. Kraft / Cadbury integration was Ireland at a critical time in my of podcasts where individuals there was a bold ambition to host I spent my childhood in the proposal to close the Kraft children’s education. It was only shared their own stories about a conference at Wembley!! There is so much more we can do Portsmouth with my parents who HQ in Cheltenham. I learnt a after an impromptu conversation their religion or beliefs. It had an to drive diversity, inclusion and both worked exceptionally hard to huge amount from leading the that the pieces fell into place and immediate emotional impact on So, in 2019, the first-ever belonging. Corporately we must provide us with opportunities but, consultation on this significant I did not miss out on a fantastic me and others who watched it. Diversity and Inclusion in Grocery be clear on our commitments more importantly, instilled a belief change programme; which led opportunity. I learnt that it is Simply hearing people talk about conference in partnership with against D & I but we also often that anything is possible. At 18 to constant personal conflict critical to be clear with yourself their own lives really brings the GroceryAid had around 800 underestimate the power we I left for Sheffield Polytechnic between making the right and others about your career topic of diversity and inclusion delegates from many businesses have individually to make a to study for a degree in Food business decision whilst acting goals and parameters. onto a human level. It takes within the grocery industry. I had difference. Supporting everyone Marketing and I was fortunate to with humility, recognising the courage to do this and that’s why the great privileged of hosting to feel confident, speak their be able to complete a placement personal impact this had on In those early career moves, with I’m a big believer that if we create with Alessandro Bellini. At a time mind and be themselves will year with Waitrose, which helped colleagues. I learnt to appreciate a young family, I was driven by leaders in everyone, regardless of when it is so easy to focus on unleash our grocery community me secure a job on their graduate how critical it is to be trusted as wanting to do well personally their role or status, then we will what divides rather than unites to lead the way. buying scheme when I finished a leader and the importance of to support my family. As I’ve unleash people. us, I felt hugely proud of the my degree. acting with integrity as it is often got older and my children are industry coming together against If you’d done something not what you do but how you do it increasingly independent, I a common challenge. completely different, After four enjoyable years as a that is remembered. am now inspired by those I what would it have been? Partner, I then moved to Kraft The delegates listened, learnt work with; helping them see I have a fascination with completing many roles in sales Another key juncture came when the possibilities open to them and participated in the various across a range of customers and I was asked to become MD of our sessions – you could feel BBC1’s Silent Witness, so when you understand your own it would definitely be a categories. Over that period, I Ireland business, which provided motivations and aspirations. the energy in the room swell had two children and like many me the opportunity to work with throughout the day. forensic pathologist.

128 INTERVIEW / LOUISE STIGANT 129 in my cohort, for example. In most of my corporate life and as I have taken leadership positions, there has often been no one in the room who looks like me. Things are changing now albeit at a Annabel slow pace. I have been fortunate to have had Ta go e- mentors and great sponsors with whom I have cultivated lasting relationships. Interestingly, my Bannerman sponsors to date have all been white males (this probably betrays Annabel is Group General Counsel & my age as those who were then Company Secretary, Bakkavor in leadership positions when I was starting out!). I have had senior people who have seen a Further, I think we owe it and some may fear giving spark in me and thought “this is to ourselves to reflect the up those privileges therefore worth developing.” I, in turn, have communities we serve. People do communication is key. The pace seized the opportunities given, not like change. So, if you want of change needs to quicken, and built on them and paved the people to change, you need to efforts must be made to make way for others coming after me. really get behind the initiatives our workplaces and communities and help bring it about. It is more diverse and inclusive. I took a sabbatical to study the opportunity to reinforce their What does great leadership the reason for my continuous and attended London Business negative views about women or mean to you? involvement in diversity and School for their Senior Executive about my race or to confirm any One word: influence. I think you inclusion dialogues. Programme. I also obtained of their biases. I am mindful that can have influence at all levels. Certain privileges further professional qualifications I am setting an example to those You influence people in how Have you noticed any to become a chartered who come after me and I must must be foregone you handle yourself. To have differences between the governance professional do my part to make it easier for real influence, you need to build sectors you’ve worked in and for real change (ICSA) and undertook the FT them to take their opportunities relationships. You need to be their thinking around diversity Non-Executive Director post confidently. They belong. able to make difficult decisions. and inclusion? to happen graduate diploma. The only way you are going to Have you had role models? The sectors I have worked in My first brush with the FMCG capture people’s hearts and so far have been largely male If you hadn’t followed this path, sector was as a senior legal My dear mum is my role model. minds is if they feel you have got dominated (particularly in the what would you have done I was born in Accra, Ghana and consultant at Britvic Plc for six Sadly, she is no longer with us. ‘something’ or you handle yourself senior leadership roles). The junior instead? lived there until I completed months. I enjoyed the experience She was a strong and a smart lady in manner worth following – not ranks are beginning to show more my first degree and moved to which made me feel well with fire in her belly. She was so simply because of your title. gender diversity though there is I love what I do, so it would be the UK in the mid-1990s. I then disposed to the sector. When clued up about life, relationships more work to be done regarding something not too dissimilar undertook my post graduate law the opportunity to join Bakkavor and was a woman of faith. Just Bringing in the concept of ethnic diversity and promoting – I would run my own law qualifications, trained at the City arose a year and a half ago, I the whole package, really. I was diversity and inclusion – is diversity beyond middle firm practice with a focus on corporate law firm, SJ Berwin and embraced it. blessed to have had her in my it important for you? management. providing advice on legal and life as an example to emulate. worked in private practice for It is not only important but governance matters. I have always worked hard and, several years. essential – I live it. In recent months What do you think are the obviously, as a Black female From a work perspective, I have it has become topical due to the barriers of us achieving greater I moved to a senior in-house legal professional, I am aware of not had a singular role model as murder of George Floyd and the progress around diversity role at Ladbrokes Plc and was others’ expectations and I work such, but I have had the benefit BLM protests. It is becoming hard and inclusion? promoted to the role of Group diligently to succeed at what I of mentors and sponsors. When to ignore the inequalities and General Counsel. I sat on the do. The underlying current is that I started in the law two decades We need a shift in mindset. injustices of life. I believe that it is Ladbrokes Executive Committee one knows that one is always ago, there were few Black women We recognise there is a need important to have diversity at every until 2017 during which time being assessed as a minority in leadership positions at law for change. Certain privileges level – in terms of gender, race, I gained brilliant commercial – rightly or wrongly. Part of my firms. It was the same at the junior must be forgone for real change sexuality, ability, and cognitive. experience. philosophy is not to give anyone level – I was the only black trainee to happen. People know this

130 INTERVIEW / ANNABEL TAGOE-BANNERMAN 131 At this point, I was more aware of youth projects that were going I think change has got to of inequality and why it existed, on at the time and I took part in a come from the top down in where it comes from and how to number of awareness initiatives as this instance. Because being solve it. When you live it you have well. So I’m pretty proud of that. disabled is still taboo to some a vested interest in changing it for extent. So it’s got to be embraced the community. I’m very aware of the problems in the workplace and it’s got to Carly that the disabled community face, be driven by our leaders to help Even though the network (recently and I’m very privileged to have mobiise the right people to cause branded ‘Represent’) is in its the platform I do, thanks to the that shift – and it’s great to have Ta it early stages, it feels like we’ve Paralympics and Co-op. seen that happen. made so much progress, even Carly is a Digital Campaign Manager by just having conversations that Have you seen the company What does great leadership at Co-op weren’t necessarily happening culture change? mean to you? before. And it’s made a massive I have definitely seen some difference already. Somebody that can listen, relate changes happening, and pretty and empathise. To be honest, quickly. For example, I’ve What benefits do you think a you’ve got to feel valued, haven’t noticed more conversations more diverse workforce would you? And it’s about having that and more inclusion in certain bring to the industry? skill set to value the people that meetings, particularly around the you work for. They don’t work for Obviously, the more diverse D&I strategy at Co-op. Those you – you work for them. That’s you are internally, the more conversations have obviously led really what I’ve learnt through it equipped you are to cater for your to more insight, more data, and all, because you’re in a privileged customers. And – particularly in they present a great foundation position to affect change. retail – your customers are your for making that cultural shift. I got involved in athletics after the four years of my life, six days colleagues, and vice versa. So it’s London Paralympics in 2012, when a week, to training to get on I didn’t want to have very much from a rudimentary I was 27. I went to the closing the start line of the T34 100m standpoint – if you get it right for ceremony, and the experience at the 2016 Paralympics in to do something your colleagues, you get it right totally inspired me. I’d never been Rio de Janeiro. for your customers. that interested in participating amazing to get Three years into my athletics in sports before. I have Cerebral You do need to represent your journey, I joined Co-op. I don’t people to view Palsy and at that time I was very customers, and particularly at know if it was fate, but the head dismissive of my disability. I would disability in a Co-op, we’re very mindful of our of my team at the time was Head totally disengage – I hated it and people and the communities of Brand for the 2012 Olympics, different way didn’t really identify as a disabled we trade in, so we’ll go down to and with her support, they agreed person. As a result, I would go hyper-local level. We do talk to to keep my job open while I left above and beyond to outperform I didn’t want to have to do the people on the street. non-disabled people. to fight for my place on the team. Overnight I became a professional something amazing or something big and tough to get people to What do you find the most So, in 2012, even just awareness athlete and every waking moment rewarding about your job? of the fact that disabled people was dedicated to success. view disability in a different way. One of the most rewarding played and excelled in sport was So I thought, “I’m going to set Being in the Paralympic village moments was when I went away a big moment for me. And to see up a network”, with the aim of where non-disabled people are to achieve my athletic ambition, thousands of people screaming providing peer-to-peer support the minority was a life-changing and Co-op got behind me for the British team and being so and development opportunities experience. When I came back to and sponsored the last part of proud of everything they were for our disabled talent. doing – it really had an impact on work, I started to be more vocal my journey. me. I decided that I was going about my needs. And then I had That gave me the best to be an athlete and completely a baby, and consequently went opportunity at the time to make change my life. through another new experience of how people react to disability. changes for myself – it gave me And that’s what I did. I found When I returned from maternity that media platform too which a wheelchair racing coach and leave, I thought, “Something’s got luckily gave me the chance to rented some equipment. And to change for me because I don’t make a positive impact in my I basically dedicated the next want to be an athlete anymore.” local area. I was involved in a lot

132 INTERVIEW / CARLY TAIT 133 What is the most rewarding thing in your job? Social mobility. There are no biases in our industry. In our sector, there aren’t prejudices that Hayley say, “You must have this particular degree to be at board level.” Nothing like that. We honour, Tatum respect and recognise experience, from wherever you’ve got it. We Hayley is SVP, People, ASDA take risks on people early in their careers and encourage them to learn and grow.

What do you think the Why is a diverse and inclusive we’re sponsoring and supporting biggest challenge has been workforce important to you? those individuals to achieve in your career? their potential. Two reasons really. We operate Balance, definitely. It’s 24/7. The in every corner of the UK, and And then really by telling stories. business never stops. I work for so our business needs to be We’re a brilliant storytelling an American-owned business, so representative of the communities business. If you can explore and my day starts in Leeds but ends we serve and we want to be explain one person’s story, there’s in Bentonville. And that can be a good neighbour to those lots more who will connect with a long day! On a Sunday, our I grew up in the West Country. I hypermarket business. It was a communities. that story and feel, “That could be business trades and therefore took my A-levels, and then went steep journey, with a fabulous me.” And so it’s using our brilliant And, secondly, we need to make you’re always on. And so it’s a to work in my local supermarket, team. I then had the chance to colleague stories to inspire and sure that we’re representative challenge finding ways to be Tesco, straight from school. I lead a region of stores, and my engage others. It is possible to right the way through the ranks present and up-to-date, but joined on the tills for 10 weeks last job was HR director for Tesco do so much by promoting and of Asda. As we make business- making sure your whole life isn’t and I stayed for 20 years! UK and the Republic of Ireland. tapping people on the shoulder, critical decisions, we need to consumed by work. but so many more can be reached I volunteered for overtime and I moved to Asda, into the Chief ensure we are drawing on a by showcasing and explaining A few years ago, I had breast began learning all the different People Officer role in 2011. wealth of experience from a mix what’s possible. cancer. I do think a big life skills and functions within a single- Without moving countries, I of individual experiences. moment like that does shake you site store. Within quite a short suddenly found myself in the How do you personally a little, and makes you stop and How are you encouraging a space of time, I fell into personnel. international division, rather than role model an inclusive say, “Am I looking after myself being in the mothership. more diverse workforce? well enough to be as good as I I decided to take a lateral move leadership team? First of all, through our hiring can be? As a mum, as a wife, as a and I went to work in Tesco And then, three years ago, ‘Ask, more than tell’ is generally and recruitment, starting from Chief People Officer?” What’s that Head Office, in charge of their I added my first non-exec a theme of my leadership. After the way we represent the brand saying? Work gets my best, my NVQ programmes. By being directorship at DWP. It was one all, much of the time the people and the way that we advertise. family get the rest. Work demands in the centre, I got involved of those moments where you around me know more than I do And making sure we’re really can challenge our best intentions. in resource planning, project think, “Goodness, a supermarket about a specific subject, informed clear who we have coming up management and recruitment. person? What on earth am I going by current and relevant data. through the organisation, how If you weren’t doing this job I then became head of learning to be able to give to a Cabinet what would you be doing? and development, and my career Office department?” But actually, I believe, in board-level positions, just rocketed up. Alongside this, lots of the things I’ve learnt along it’s easy to only be served a It would be something to do I completed a master’s degree, my journey in retail are applicable, sanitised view of the world – but with learning and knowledge – part time. leading change, customer service, In our industry, we it’s so important to stay close to something in education. I love the reputation management – it really honour, respect and reality and different points of view. experience and the satisfaction I left for a period of time to work does translate. I think if you can do that then you of being able to spark curiosity for the British Airport Authority recognise experience, can get close to and be trusted in others and watch them flourish as head of learning, then was by your people. And then you and grow. headhunted back to lead all the from wherever hear the truth. Leadership is about people changes for the Tesco you’ve got it hearing and acting on the truth.

134 INTERVIEW / HAYLEY TATUM 135 a leader. It’s the consistency in I remember being given the I did a Team Talk session to your behaviour, how you show opportunity to lead a UK our European organisation on up, your body language and it’s downsizing programme in Inclusion and Diversity and how you navigate tough situations Marconi. And they said, “Sam, outlined our commitment. I said, and filter that to your team in an we want you to head this up “We have to create a movement appropriate way. I know every and you’ve got a team of 30 and we all have responsibility. Sam single one of my team personally. who are going to handle all the So if you’re interested, we will I know how they tick. And I think administration elements.” And I connect with you. We’re going that level of investment is really made every mistake from a people to make something magical.” Thomas-Berry important. management perspective. I didn’t And, honestly, it was just like an have a clue, and the pain and the explosion. And just the energy Sam is Vice President, European HR, What do you find most scars and the awkwardness of and the passion of, “I want to Kellogg Company rewarding about your job? those interactions really were the be involved. I want to be part I work with incredible people – I bootcamp I needed. Just because of this.” The baton was passed genuinely have so much passion, you’re telling them what to do from my team to effectively the respect and admiration for them. doesn’t mean they’re going to do whole region. And being in a position where I it. That was a important lesson. What advice would you give have an equal voice at the table as And then from a more recent the next generation? a business leader means an awful example, the whole ‘future ready’ lot to me. organisation transformation we Get as much as experience as you can. Put your hand up for On top of that, nothing makes me went through in Kellogg’s in 2019. It was another huge learning curve every project. And, I guess, if prouder than seeing something I were to talk to myself earlier develop from an idea into a reality, for me that I’m delighted I had the I grew up on a council estate – HR for Eurofighter Typhoon, a How important have role in my years, I would say: back and the pace at which it happens. opportunity to lead. although money was tight, I was very different industry. models been to you? yourself. Make sure you invest in It’s so exciting being able to see blessed with brilliant parents who Why do you think diversity your development. Remember Probably the most important one that process every week and always showed me so much love I really wanted to be part of an and inclusion is important? what’s most important in terms is my mum, who is just incredible. every month. and support. To fund college, I organisation that was fast moving, of attitude and mindset. That I mean, she is a character, but It’s about ensuring that an was working three jobs aged 16. where I could make a difference, counts. I smell arrogance very, she’s incredibly down to earth and Looking back on your career, organisation and everybody I’d do a 4am-6am cleaning shift, and I found Kellogg’s. I pretty very quickly. I’m kind of allergic has always been a straight talker. what’s been the biggest within that organisation has then go to college, and I’d do a much fell in love on interview to it. And, whether we like it or Honesty, integrity... for me, that challenge? the opportunity to be their 6pm-8pm shift in the evening. I one, watching Special K whizz we don’t like it, hard work counts. was always part of my DNA, and, absolute best. also worked weekends. It wasn’t around the production line! I It’s often the toughest experiences as a leader myself, that was always I laugh a lot, and I think that’s just about college fees, it was quickly realised that this is where that give you the most learning. how I wanted to show up. And important because you’ve got to about supporting my family I wanted to be – it felt like family then I do have kind of a girl crush sometimes take the intensity out financially. from day one. on Michelle Obama, I must admit. of the situation and remember I was the first in our family to go I’m married to Steve, and we have I just think she’s incredible. that we all want to have a bit of to university. I studied a Business two children, Rhys, 13, and Caitlin fun along the way. Studies degree at Liverpool who is eight. So, I’m a busy, very What does great leadership John Moores University, and proud mum as well. mean to you? If you hadn’t had this career, what would you have done? then joined Marconi. I had a It’s critically important – and, over year placement in the HR team, the years, I’ve really reflected on I think I would have been in the loved every second of it, and was Nothing makes me the importance of followship. medical profession. I quite like the delighted that they offered me a prouder than seeing Because getting to a point where idea of a nurse or a midwife. And I permanent job. you have a highly engaged group often think as well – wouldn’t it be who will support, follow and nice to have a place on the beach, Upon leaving Marconi after something develop challenge are the key elements of maybe doing afternoon teas? seven years, I chose a completely from an idea into a a high-performing team. That would be nice as well. different sector. I went to BAE Systems, British Aerospace. I reality, and the pace at I talk a lot about the shadow of a thought it was going to be like leader, and what I mean by that Top Gun, but that wasn’t quite which it happens is you have to be very conscious how it unravelled! I was Head of of the shadow that you cast as

136 INTERVIEW / SAM THOMAS-BERRY 137 Your career is your responsibility and you should play the long game. I’ve had 11 jobs in the same company. You can argue that I’ve moved more than anybody else, but I’ve always Rajesh gone for what’s getting me towards my long-term objective. I could’ve gone for more money, Tugnait I could’ve gone for an easier life, I could’ve gone for a better title, Rajesh is CEO, I could’ve followed bosses, but Sysco Speciality Group I’ve tried to think about the long (Europe) game. It doesn’t have to be a very well-written plan, because things change, but you should have an idea of your general direction of travel.

What do you find most rewarding in your role?

Right now, I love spotting And how do you personally talent and then nurturing role model an inclusive Your career is your I was born in Mumbai, did my I got a call from the recruitment What does great leadership those individuals and watching leadership style? degree in business studies, consultant and was offered a mean to you? them grow. responsibility and I think my style, if you ask my and ended up on an MBA marketing manager job, but I A lot of people think it’s a badge, team, is very much a servant- programme in the UK. Once I decided to turn it down because it Why is diversity and inclusion you should play the a crown, or a business club. leader model: how do I work for realised how expensive things wouldn’t have provided any work- important to you? And while I think leadership is a you, rather than the other way long game are here, I started working whilst life balance. Ashford to Pinner privilege, I also know it comes We’re all different, and we all around. How do I break down studying for a family business that is not a great commute, and we with a lot of responsibility. You’re bring different perspectives to a barriers for you? My goal is to be imported food from the Far East were balancing two careers. But D&I cannot be an afterthought; in charge, and you have to take situation. Diversity and inclusivity approachable and I listen a lot, for ethnic caterers. they came back to me and said, at Sysco we have it as a strategic that responsibility very seriously. improves performance, and that but I’m clear on what I want us “Look, we really like what you can business objective so that it is It’s growing and protecting the validates something that feels to achieve together as a team. I earned my Chartered Institute of do. Why don’t you do national business four-dimensionally, morally right. By surrounding always on the agenda. Marketing, and then met my wife, accounts?” We were expecting whether it’s upwards, downwards yourself with people of different What do you think are the who’s a chartered accountant. She our first child, Mira was working, If you did it all again, what else or sideways. Additionally, great ages, genders and ethnicities, you main barriers preventing was with Ernst & Young. We got and working from home wasn’t would you have done? leadership is about being aware of achieve better outcomes, in both further progress on diversity married and she said, “OK, you a thing. But the MD said, “We’ll how you come across – a leader is your professional and personal and inclusion? Nobody’s got a better job than need to get a proper job now.” manage, we’ll try and make it always ‘on’. life. Alongside the business case I have. It’s a vibrant industry, it’s I think we’ve made progress on And so I came out into the work between us.” for D&I, having a diverse team a people industry, it’s a service ethnicity – I see much more ethnic market. I went to a recruitment What advice would you give to in your organisation sends a industry – very real. It’s talented So, I joined the group 22 years diversity in the sector now which consultant, who said, “Look, the next generation of leaders message to your customer and chefs, it’s growers, fresh fish, ago, and I’ve moved role every is great. There are still barriers academically you’re off the charts coming into the sector? supplier base that diversity is meats, plant-based foods, new two years since. Four years ago I for women, though. I don’t think for this industry, but you’re Indian something to be celebrated. tastes and cuisines. I don’t think I was part of the team that was sold Throw yourself into challenging it’s an overt discrimination, but and worked for an ethnic firm, so would want to do anything else. to Sysco, stayed with the group situations, take the job that we need to take steps to create you need to work for something as CEO for the fresh businesses nobody else wants, and environments which provide more at the other end of the scale and I’ve just been appointed CEO experience everything you can as women opportunity to progress to to balance your CV out.” So I for Sysco Speciality Europe. It’s early as possible in your career. leadership roles. We really need decided to go into mainstream been an incredible journey, and I Have that natural inquisitiveness. to make a concerted effort to foodservices. absolutely love it. make this a reality, because I know we’ll be a better industry if we have more women.

138 INTERVIEW / RAJESH TUGNAIT 139 Giles Turrell Giles is Group CEO, Flamingo Horticulture and Afriflor to have a relentless intellectual Number one was to ensure the Social responsibility is critical to curiosity from John Clark, and safety of our people, second was our business. about trying to understand as how to manage our finances, the opposed to just accepting. In PE, third was to protect the farms, Is there a book about leadership I’d say Robert Darwent – who is and fourth was all about getting you’ve found particularly one of the Lion Capital founders. as much cost out as quickly as inspiring? He has been an inspiration: how possible, because we didn’t know I read books around the he thought about business, how how long it was going to last. leadership side of sport and there he thought about value, how he are lots of analogies: bringing a Is it correct that when the crisis empowered me as a CEO. team together; how you focus; I started my career at Then I received an offer to join hit you ensured your African what to do collectively. Recently GlaxoSmithKline (SmithKline Weetabix as CEO in 2011. That What advice do you have for workers were paid first? I think as a leader you I read Extreme Ownership, by Beecham as it was at the time), was a great opportunity to be a the next generation of leaders We wanted to protect them and Jocko Willink and Leif Babin. It’s as a graduate on their brand CEO, to work in private equity, have a responsibility coming into the food and wanted to feed them as well, so about Navy SEALs and how as a management programme. I to run my own business and to grocery sector? we were giving out extra food. leader you have to take ownership was one of the first marketing learn a lot. I spent seven years to make the It was important to do that. if something goes wrong and graduates to do a secondment at Weetabix, overseeing two Focus on results but make sure organisation more And fair play to the UK grocers, think, “How am I going to do into sales to explore the benefits sales processes, developments the team has fun. What has they recognised the importance this differently?” of diversity of thought. That in innovation and big changes to reflective of the served me well is setting out a of continuing to protect the experience really broadened our people. One of the things I’m clear strategy, focusing on the supply chain for the good of If you hadn’t had this career, my mind and definitely helped proudest of is the quality of the consumers you serve execution of the plan and having the community. what else would you have liked me be a better leader down the people we brought into Weetabix. the right people around you. to do? line because I had a different people you can’t do it. I enjoy What do you find most Can you describe the perspective. I left Weetabix in 2018, took I’d like to have been a an environment where there rewarding in what you do? relationship you have with the some time off, and then was professional golfer but I think is diversity of background and farms, workers, schools and After my time at GlaxoSmithKline approached by Sun Capital in When you see people succeed. I’d have been very poor and gender diversity. I think as a leader hospitals in Africa and explain I joined Kimberly-Clark and held 2019, and ended up joining as It’s great to see people rising you wouldn’t be talking to you have a responsibility to make some of the initiatives being a number of roles which took me Group CEO of Flamingo and through the ranks. Someone me! Seriously, though, I think all around the world. I think the Afriflora. We’re a £600m revenue the organisation more reflective of worked on? the consumers you serve. That is took a chance on me, and so it’s sport is an interesting analogy Kimberly-Clark experience was all business, providing premium immensely rewarding being able In Kenya, we have about 8,000 with business. For example, about broad, diverse leadership, flowers and produce to UK and one of the things we talked about at Kimberly-Clark. to take chances on other people. workers across two farms and there’s someone such as Kate whether it be geographic, from European grocery. It’s fantastic when you see them run a local school near one. We Richardson-Walsh, the England different cultures, or focusing Have you had many role models knock it out the park. also have a food programme with hockey captain, who took a team on the importance of gender How have you viewed the in your career? another school. In Ethiopia, it’s the that was rock bottom and led that diversity. This was key as we development of diversity and What’s the one challenge same, we have 12,000 employees team to an Olympic medal. needed our leaders to be more inclusion in the industry? One of the best was Tom Davis, you’ve learned most from and run a local hospital. We’re reflective of the consumers My leadership philosophy is that who ran Middle East, Eastern in your career? part of Fair Trade, too, and that we serve. Europe and Africa at Kimberly- you can have the best strategy Covid-19 is a great example. The contributes money back against and can have the best plan, Clark. He taught me about supply various initiatives. chain and manufacturing. I learnt key thing was that we had a clear but it’s people, right? Without four-pronged plan.

140 INTERVIEW / GILES TURRELL 141 thing that brings people together could hold, and how we can is food and drink. They set a very adapt, make the ‘right’ choices. I would love to see good impression of the industry our industry really from the beginning. What do you hope that the food and grocery sector looks like in champion future Is there any particular challenge five or 10 years’ time? Emma that you’ve learnt from? thinking Wessanen became the first Being confident in myself and in multinational to achieve Group What have been your biggest my own leadership style, trusting B Corp accreditation this year. Vass learnings from the Covid-19 who you are and the influence The B Corp movement challenges pandemic? Emma is UK CEO, Wessanen that you have. We rely so much on the historical capital model of data and analysis to help frame focusing only on shareholders. I It’s the perfect demonstration ideas, particularly in an industry think our industry is still very much of the need to react and be like food and drink. At the end driven by that traditional model. flexible. We responded very of the day, we’re the consumers So, I would love our industry quickly and proactively, and and we’re the shoppers, and our to really champion that future everyone’s felt very supported. instincts are actually pretty good. thinking, be a force for good and The commitment from everybody Trusting those instincts is key. ensure business success is about has been absolutely outstanding. delivering financial returns but But it does show this need to be What advice would you offer also having a positive impact on flexible, and to treat people as to younger generations? people, communities and the individuals. Covid-19 touched Keep being aware of you as the environment. everybody in very different ways, whether it was their attitude to consumer, and then think three What do you think are the main I’m honest when I don’t know the severity of the pandemic I am the UK CEO at Wessanen. I Have you had role models in steps ahead as to what would benefits of having a diverse the answer and I acknowledge and anxiety, or their personal started my career at Mars, where your career, and how important make you value the industry more. workforce? the focus on culture and values have they been? when I do not have the functional And just remember that, as the circumstances around childcare or gave me an excellent foundation expertise to lead. junior, you have the best insights It’s the entrepreneurial spirit having to home school. Yes – interestingly, they are all on which to build as I gained more for the success of the future, so and the creativity. Diversity and white middle-class males of a What does great leadership Have there been any books experience. The bulk of my career share it widely. Challenge the inclusion always helps you – it’s certain age, which I think says mean to you? that inspired you? was at Danone, where I started as views that senior people with your breadth of thinking and something about the industry. I National Account manager and more experience have – they get how you continue momentum/ was inspired working with leaders Great leaders inspire people to I found the Sheryl Sandberg book after a number of roles became stuck in the moment, but you’re success into the future. It’s not with true ‘inner’ confidence. They want to deliver the exceptional Lean In very empowering because Dairies UK Commercial Director. creating tomorrow’s moment. trying to mould how or what inspired confidence by appearing results whilst enjoying the process it was so spot on in terms of I’m incredibly proud of my career of success together. Having real you do into a need that fits one women and that aspect of diversity. personally as if they had nothing What do you enjoy most about at Danone – I was the first female clarity of thought, but delivering it thought process, or one specific It was very relatable. The bit that I to prove. They believed in their what you do? from commercial to get onto the with passion and enthusiasm gives style. It means that you can deliver took out of it is how sometimes we UK board, and it was also the ability and value contribution everyone confidence. Making sure I love Wessanen as the culture to different needs and it really can hold ourselves back by either first time family commitments which enabled them to be everyone is clear on what you’re is so strong. The brands are all widens your horizons. not acknowledging or celebrating were supported and an internal themselves and not necessarily thinking and why you’re thinking it. anchored under sustainability, what our differences are. It goes promotion to board level was conform to the norm of the time. What do are the main But along with the direction you’re which is something that I’m very back to that need to be confident given without a prior international They had great work-life balance challenges or hurdles preventing setting, you also have to be really passionate about. It brings like- in who you are and what you have assignment. Now at Wessanen, yet always showed determination further progress in the sector? clear on the value each individual minded people together. I enjoy to give. it’s the strength of the brands and and confidence in delivering will contribute so everyone feels thinking about what the future It’s a big question. I think the the inclusive culture that I really exceptional results. If you’d had a different career, we are in it together. retailers are much better in the enjoy. As a woman, I can really what would you have done? Has that meant that you’ve industry than the suppliers, feel the difference between a actively sought out to be a What brought you into the food certainly on the metrics of business which is focused on KPIs I always wanted to be a social role model? and grocery sector? diversity, they seem to be much and diversity metrics, and one worker, but I’m not sure I would stronger. I think that change in the which thrives on inclusion and It was one of the milk rounds at be patient enough with the It’s meant I’m very aware of the industry – on the supplier side – celebrating differences. university, and Mars inspired me. bureaucracy and challenges that impact my transparency can have needs to step up. As an industry on individuals and the team. I They did a great job at framing go with that. I know that if I’d the industry as so pivotal to that touches so many people have taken that course it would am open about the challenges I and communities we should be have balancing work and family, everything in society – the one have been disastrous, so I’m quite leading the way in diversity. pleased I didn’t!

142 INTERVIEW / EMMA VASS 143 What do you find most to hide part of who you are at Great leaders focus rewarding about what you do? work would be dreadful. When I started sponsoring the LGBT+ I love being part of a team on communication group at Lloyds, there was a lot of building a business – that’s what prejudice in banking, and I heard motivates me. I often say no-one and visible leadership some dreadful stories. Helen has monopoly on the truth. The reality is that a group of people Probably one of my most exciting What does great leadership will always come up with a better days was when we launched Weir mean to you? solution than an individual. Being the LGBT+ network at Lloyds First of all, great leaders have part of a team building a business and held our first conference Helen is NED at Greencore, a clear vision – and then make is what gets me out of bed in for colleagues from across the the morning. Superdry, Bata Group and the RFU, sure that their leadership team business. Ben Summerskill, who is aligned behind that. When I was then chief executive of a member of the Supervisory Board brought the team together at How important is diversity and Stonewall, came and spoke, and at Ahold Delhaize and a Trustee at Lloyds, I spent a lot of time with inclusion to you, and how has we also had Gareth Thomas, the it evolved? Marie Curie UK my team deciding on the vision Welsh rugby player, who gave his for the business and ensuring that I think it really is important. first speech since coming out. I everyone was aligned behind it. What I’m interested in is having still get goose bumps when I think It took a while, but when you get the best possible team and the about that event now and what it there it’s very powerful. Then you best possible business, and meant to everyone involved. have debates about the ‘how’ ‘best possible’ doesn’t come in When the 30% Club was set rather than the ‘what’. a particular shape or size. But up, I was a bit concerned that I also want a diverse group of by setting targets, women I studied maths at university, refocussing on just DIY. When this consumers at the core. I’m also Great leaders also find and people who have had different on boards would be seen as then got a place on the Unilever was complete, I decided it was a trustee at Marie Curie, and nurture the great people: I learned experiences, because differing ‘token’ – only there to hit the management development time to move on and, through I sit on the board of the RFU, early on that you are only as good perspectives will contribute to a target. Actually, I think it’s been scheme. When I graduated, I a headhunter, was introduced England rugby. as your team. The best leaders better business. are not afraid to build a strong, a gamechanger for women in went to the States for a while, and to the CEO at Lloyds TSB. We I have three children, who are diverse team – where people have senior positions, particularly in studied for a PhD and then an had a number of meetings, and 26, 22 and 18, who were all with When I started, diversity, when opinions – because that’s how you non-exec roles. There’s still quite MBA at Stanford. When I finished, eventually he asked me to join his us over lockdown. That is every it was discussed at all, was all build a better business. a lot of progress needed on the I realised that I wanted to broaden executive team and become the mother’s dream, just to have her about women’s networks – which executive side though! my business knowledge, and so CFO of the bank. three children at home for four was great, but only went so far. Last but not least, great leaders Later in my career, at Lloyds, ended up working with McKinsey months. So, that was great – we Since I started my working I was at Lloyds for seven years focus on communication John Lewis and also at M&S, I back in the UK. were very lucky. And we got a life, I think the discussion in total, four as CFO and three and visible leadership. This was the executive sponsor for lockdown puppy – Milo! about diversity has moved on After about five years at McKinsey, as Chief Executive of the retail is particularly important in a the LGBT+ organisations. I did retail business – you need to significantly, and the appreciation I decided I wanted to be part bank. It was a very hectic time as Have you had role models along this because I felt that needing ‘walk the talk’. of the value that difference can of a team building a business it was through the financial crisis. the way? so I joined B&Q. I started as I left Lloyds in early 2011 and, bring to business has increased CFO on the – then brand new although banking was interesting, Whenever I move into a new hugely . However, it doesn’t mean – Warehouse format, and after I knew I wanted to return to retail. business, I always try to find that we are there yet – there a couple of years became CFO I subsequently spent three years someone who has been in the is still much more we can do... and Strategy Director of the as CFO, firstly of John Lewis business for a long time and particularly on ethnic diversity. whole business. After five years at Partnership, and then M&S. got an instinct for how it works, B&Q, I was asked to be CFO at and to learn from them. One of If you could do it all again, what Kingfisher, the parent company, In 2018, I decided to go plural. I’d my team when I was at the bank would you do? which was my first PLC role. had a number of non-exec roles was someone who had joined I have a huge amount of along the way – including Royal working in the branch network, admiration for entrepreneurs, and I had four very busy years at Mail and SABMiller. I currently sit and made it all the way to senior I would have loved to have had Kingfisher, during which we on the board of four businesses: management. He’d been in the my own business. When I was restructured the whole business – Ahold Delhaize, Greencore, business since he was 16. And he young, I wanted to be a pilot so including demerging Woolworths, Bata Shoes and Superdry. It’s a was really helpful to me – because I could travel the world. selling Superdrug, demerging the good blend of international and he offered a different perspective electricals business, KESA, and domestic businesses – all with which I could learn from.

144 INTERVIEW / HELEN WEIR 145 What do you enjoy most about good progress. For me, it is about in parallel to the graduate what you do? a broader imperative of acting scheme. By doing that, we think responsibly and with integrity, and we will be able to give a first- I’m a brand marketer at heart, it relates to the people you work step opportunity to people I came up through marketing with every day. who haven’t come from such and sales, and I’ve always loved advantaged backgrounds and brands. I love the creativity of Alex We have deliberately flipped haven’t gone to a top-flight product innovation and that it’s the ‘I’ and the ‘D’ the other way university. I think we, and all ultimately founded in a deep around, because one of the first companies, have a role to play in understanding our consumers, Whitehouse things we’ve been trying to focus giving people a leg-up. how they cook and how they on is making sure that we’ve got a eat. I don’t think I will ever tire of Alex is CEO, Premier Foods culture that embraces individuals. If you had done something growing or reinvigorating a brand. We want people to be able to different, what path would you turn up and be exactly who they have trodden? are, feel entirely comfortable, and be open. Frankly, you can try and Well, obviously, my first career Frankly, you can try recruit in a more diverse way, but choice as opening batsman for and recruit in a more if people don’t feel comfortable, Yorkshire was never really going to then clearly, it’s not going to work. happen – lots of enthusiasm, but diverse way, but if not a lot of talent, unfortunately. I am particularly proud of the people don’t feel unconscious bias training that we recently delivered to 480 comfortable then managers within our business I grew up in Yorkshire. I did a What does great leadership clearly it’s not going through a not-for-profit charity physics degree at York and had mean to you? called the Human Library. every intention of being a scientist to work It’s a remarkable, immersive For me, great leadership requires at some point. However, I was also learning experience. vision and inspiration. Of course president of York University wine there are many aspects that sit society, and so I applied to all the What advice would you give to What are the main obstacles behind that, including being wine companies as part of the the next generation of leaders to making greater progress on strategically strong, but you have milk round, and accidentally found in the sector? D and I? to be able to inspire the broader myself in marketing. team and lead people in the right One of the bits of advice I always We’re very passionate believers of give to our graduates is to be promoting from within, whenever My career went through many direction. I think a lot of it comes themselves and maintain the and wherever possible. But that commercial roles, and I eventually down to exciting people about a curiosity to challenge everything. means, for the senior roles, you finished up in what was Reckitt & more positive vision of the future. Never assume that the way things can only pick from the bench that Colman, now Reckitt Benckiser. It’s then about how you encourage are done at the moment is the you’ve got in the mid-layers, and I regularly travelled and we lived and support. And I’ve found over optimum way to do it, because if that’s not particularly diverse, overseas in a number of different the years, and particularly on this I can almost guarantee you that you’ve got a compounded countries, which I found really journey with Premier Foods, that it isn’t. Businesses need smart problem. If you look into the opens your mind. Spending people are almost always capable people to come along and re- market at that level, how diverse a lot of time in India, South of delivering more than they think, analyse things. Never accept the is the talent pool? The answer, America and East Asia completely and part of the role as a leader is status quo; always challenge and quite often, is not very. broadened my horizons. I to unlock that potential. move the agenda on. think those experiences are an So we’ve started to realise that important part of who I am now. How important is diversity and we’ve got a responsibility at inclusion to you? entry level to try and create an environment that allows us to It’s very important. I’m not going bring people in from a more to pretend for a minute that we’re diverse background in the first as far down the track as some place. We’re looking at creating of the bigger organisations with a commercial apprenticeship more resources but we’re making programme, which would run

146 INTERVIEW / ALEX WHITEHOUSE 147 And how do you role model an inclusive leadership style? I’m a very open and honest person, and I’m always someone who wants everyone to have a Jo voice. So I’ll actively search for talent, and throw the doors open for people to get involved. Whitfield What are you doing to encourage a more diverse Jo is Chief Executive, Co-op Food workforce? There are loads of things going on internally to ensure we’re building balanced teams. I mentor and sponsor a lot of people around our business, but also externally in the grocery industry. Up until recently, I was leading our Aspire What career advice would you It’s some of those life skill pieces, network, which is our gender give to your younger self? I think, that come through network, but I’ve just taken on differently. Respect, which is our LGBT Believe in yourself a little bit network. And then I run Grocery more, I’d say. When I started Do you separate out mentors I’m a north-west girl, born in team and I had both my boys, Girls, which is fabulous. We’ve got out, I don’t know if it’s because and role models? the Liverpool area and come Jack and Harry, while I was there. of my background, but it felt like In a diverse team, you nearly 1,400 members now across Quite often, my mentor has from an Irish Catholic working- I absolutely loved it, but was everyone else knew more than the industry. become a role model, actually. class background. Both of my ready for change and to step up. work with interesting, I did. Everyone else had got it There are people that I’ve worked grandmothers worked in quite I’m on the Women’s Business all figured out. And actually, I with from a distance, but often industrial conditions, so there are I went to work for George and dynamic people Council, and we’re doing work checked myself a bit too much at I’ve ended up having a very close lots of strong women in my story. absolutely adored it, starting as who are bringing around gender pay gap and the start. FD and broadening to run Retail promoting gender equality, and relationship with them, which I I was the first member of my and Online before I moved to lead new ideas and new doing some work with the BRC Do you think that the class think is why they’ve then become family to go to university. There the Asda General Merchandising around how we bring talent structure in this country has a role model. was nobody around who could business and Asda Money. experiences through. So it’s a really active changed? give career advice, but my mum’s If you weren’t doing this job, space for me. It’s still there. But I think it’s more sense was that finance directors The next thing I knew, I was what would you be doing? subtle. In all the conversations I always seemed to know what moving to Co-op as finance that flow from that. In a diverse Swapping from a finance have with young women through Do you know what I really want was going on. So I did a Business director, and then very quickly team, you work with interesting, director role to a CEO, what do Grocery Girls, when I open up and to do? I want to run Liberty. That Studies degree and then I went stepped up to be CEO of Food. dynamic people who are bringing you find most rewarding? say, “Gosh, I certainly didn’t think is my dream job. And if I wasn’t to work for EY, which gave me the I’ve had a great three and a half new ideas and new experiences I knew anything,” their immediate doing a retail job, I would either chance to become a chartered years doing this role now, and to make the conversation It’s so different. But the things response is, “Oh my God, it’s want to run my own art gallery or accountant. As soon as I qualified, I’ve loved it. I’ve got two lovely richer. It definitely drives better that I love the most are the such a relief to hear you say that run my own florist. I went into industry. teenagers to show for it, and a performance for the business. interactions with people, and fab husband who’s been in the From a colleague engagement also the product. I’m very keen because that’s how I feel.” I started off in the food background all along making it point of view, the business feels to ensure we innovate. I’m a very A lot of these women in their manufacturing industry and I was possible, sharing the challenges different. People feel the energy creative thinker, so seeing product twenties feel that others around given some really great stretching and helping us all have happy of having more variety of thoughts move on and making sure that we them are more confident and are projects that scared me witless, healthy lives. and opinions, and they appreciate are moving it with, and ahead of, further ahead – perhaps because but I also learnt huge amounts. the kind of richness that comes the customer is really important. of the school they went to. Then I moved across into General Why is a diverse and inclusive from having a really good team. Electric and after two valuable workforce important to you? So it starts with fairness for me, and then it builds out from that. years, I found my real passion, For me, it’s about fairness. And which was retail. I moved to then there are all of the things Matalan leading the Finance

148 INTERVIEW / JO WHITFIELD 149 Tell me more about your something because they’re the D&I journey... CEO and those doing it because The best job I ever they believe in the agenda. I’ve I remember one moment in had was when I was often waited too long to lead or particular. I was at an event and make progress. a colleague from Zimbabwe waiter. It’s where I came to speak to me about race. Darcy What do you enjoy most about learned about the He told me he’d never had the what you do as a CEO? courage to do this before. He told privilege of service Willson-Rymer me, “I’m different: English isn’t I love the ability to change my first language and so I have to someone’s day – it’s a massive If you weren’t CEO of Darcy is CEO, Costcutter translate everything. Sometimes I responsibility but a huge privilege. use the wrong words, but I know My measure of success with a Costcutter, what would my job and can add value in what customer is: when they leave be the dream job? I do.” I realised that we needed a store, is their day better as a The best job I ever had was when to put the mechanisms in place result? My measure of success I was a waiter. It’s where I learned to allow people to share their with a colleague is: is their life about the privilege of service. experiences and be able to make better as a result of what they’ve When a customer walked through the most of their talent, regardless done at Costcutter? I feel I’m in a the door, I was in control of their of their ethnicity, gender or position to make a difference and experience and how they felt background. This led to us putting to change aspects of the world when they left. an agenda together to embark around us by leading a change of on developing our inclusivity our own policies towards diversity What hopes and fears do you strategy and I sent it to that and inclusion. have for food and grocery on our society. I concluded that colleague for input. He was frank in five years’ time? the key shifts reflected a sense and told me what was wrong with Who have been your career role models or mentors? A society in which consumers can that the middle-class liberal elite it; we listened and we changed only get groceries from four or wasn’t listening... and that if I it in line with his feedback. This I try and learn from everybody – five different companies isn’t right. hadn’t anticipated these events, listening to the experience of including the bad ones! However, I want to see independent grocery that must include me. If I was others has formed a critical part one person in particular who’s had continue to thrive. We need to part of the issue, I needed to of shaping our diversity and a positive impact on me is Mike help independent retailers – local understand it better to become inclusion approach. Peckham (MD of PSA Training and shops serving local communities – part of the solution. Development). He’s helped over to be successful. What are the greatest the years on team development. At the same time, as a company challenges with regard He knows me well – and loves to we were starting to think about to workforce diversity? tell the truth. I started my career as a waiter at seven years as a trustee. I have a how to develop a broader culture We’re a company based in York Pizza Hut in York, which was the fundamental issue with working strategy with a focus on inclusivity, and demographics present a beginning of a 19-year stint at in a world where human beings but I didn’t know how to move challenge that there simply isn’t as Yum! Brands. I then moved sectors, are bought and sold, so I have the needle to drive real change. I diverse a talent pool as we would doing three years at Unilever a strong drive to do something needed to follow my own advice wish for in our immediate vicinity. Ventures as MD of Persil Service. about it. Stop the Traffic works that I’d give to any other company; For us, it’s not good enough just In 2007, I returned to hospitality entirely in the area of prevention that the answer lies in our people, to ask why we don’t have more and took up the post of MD of and has a mission to put an end to our customers and our suppliers. diversity in applicants. We actually Starbucks UK & Ireland. After four the trade entirely. The breakthrough came when we have to address the question. years there I was offered the CEO realised we needed to convene all role at Clinton Cards, and then Why is a diverse workforce our colleagues and ask, “Are we What career advice would joined Costcutter in 2013. important to you personally? truly inclusive and diverse? And if you give your younger self? My journey starts with events not, why not?” Alongside my professional life, I I’d definitely have a conversation undertake a lot of charity work. I that I couldn’t have predicted – the shift towards populism in with my younger self about took over as chair of anti-people bravery and the permission trafficking charity Stop the Traffic the UK, Europe and the USA, and the divisive impact of this to lead! I believe there’s a at the beginning of this year after difference between people doing

150 INTERVIEW / DARCY WILLSON-RYMER 151 As a leader, having a sense of what’s right and wrong is utterly Ian crucial, and you have to be prepared Wright to stand by those Ian is Chief Executive, decisions Food and Drink Federation

In terms of diversity and inclusion, how have you seen the conversation change? If you talked about diversity five years ago, it would have been seen exclusively in terms of gender diversity, and people would have referred to disability We’ve created an emerging What changes would you like to and sexual orientation about as leaders programme and we run see into the food and grocery sector in five to 10 years’ time? Instead of leaving school at 16 What does great leadership much as they referred to race things for them. We had a big reception for those emerging and going to work in a bank, I mean to you? or ethnicity. We’re quite diverse I think it is going to be very ended up going to Cambridge in respect of the number of leaders. And that was very diverse, I think it is about giving space, important that we get rid of the and doing a history degree. From nationalities represented across both gender-wise and in terms of and about letting your people glass ceiling for women – I think there, I went to work for Roy the organisation, which has been ethnicity, and, actually, in every know that they have your that’s mostly gone. Jenkins and David Owen at the the case throughout the five years way you could imagine. So, the confidence, and your confidence SDP for five years. And then I went I’ve been with the organisation, pipeline is there. The key thing, It would be great to see two or extends beyond telling them to work for an extraordinary man but we know there is more to do, for me, is ensuring that people three of our big manufacturers what to do. called Norman Hart, who was a as do our members. don’t miss the last two steps on led by people from minority the ladder. That’s the bit that has big figure in all senses. He kept Having a sense of what’s right and ethnic backgrounds. We really When you come to a sector like tripped up the food and drink the flame of the European Union wrong is utterly crucial, and you need somebody who was born this, it’s quite surprising not to industry over the last 10/15 years – alive through the 1950s. have to be prepared to stand by in Slough, or Bradford, or Moss find more people from ethnic where the talent is there but they those decisions. And then giving Side to take over those roles. And And then I worked for a series of minority backgrounds. I think it’s haven’t managed to get right to people the space to achieve I think there are people like that. PR agencies, ending up restarting changing a bit in the industry, the top. whatever it is you’ve set out I do think we need a bit of a push. a business in Birmingham called but not quickly enough. We’re to achieve. Golley Slater. I built it into the relatively limited in what we can These things change, don’t they? If you hadn’t had this career largest PR company in the do at the top level. So, on my 20 years ago you would have been and you’d have done something President’s Committee, which unlikely to find an openly gay man I was the only child of much Midlands from, literally, nothing. completely different, what is the policymaking body of the or gay woman leading a business. older parents. I’m part of the last would you have liked to And I suppose, from there on, organisation, with the top 30 generation of people who have a Thankfully, that’s no longer the have done? my job has always been turning companies by size and a couple real connection with the Second case. These things can change in I think I would probably around organisations. I did it at of representatives of smaller World War – my childhood was quite short periods. And I think have ended up as an infant Boots Healthcare International, businesses on it, I think we’ve got dominated by stories about the you’ve just got to believe it can schoolteacher. Or a journalist, then at Boots the Chemist, then two out of 30 people from either war, and so that defined how I was be done. although I don’t have the foot- at Diageo, and now I’m doing Asian or Caribbean backgrounds. brought up, I think. in-the-door mentality. So, I think, it here. This has been the most That’s more than we had at the probably, an infant schoolteacher. fun I’ve ever had, doing this job, start of the year. because it’s so challenging, and so important.

152 INTERVIEW / IAN WRIGHT 153 About Us

About Acknowledgements The MBS Group We would like to thank and acknowledge each person highlighted in this report For more than 30 years, The MBS Group for so generously giving up their time to has been a leading sector-specialist contribute to this publication. Particular executive search firm advising all consumer- acknowledgement must go to Susan Barratt, facing industries, with a particular focus in Sarah Baldock, Fiona Miller and the rest the consumer goods and grocery industry. of the team at IGD for their continued Clients consider us to be the partner partnership and dedication to making a of choice when searching for critical difference in the consumer goods and leadership roles that make a difference. grocery industry. We would like to thank our We work at board level and on executive team at The MBS Group – Moira Benigson positions across all functions of strategic (Chair and Founder), Elliott Goldstein importance. For more information, visit (Managing Partner), Huw Llewellyn-Waters www.thembsgroup.co.uk (Director, Consumer Goods), Scarlett Mayne, Simon More, Imogen Sewell, Sian Hale, James Wardlaw and Olga Gargan for their invaluable contribution to the production About IGD of this report.

IGD is a research and training charity which sits at the heart of the food and grocery industry. As a charity we exist to upskill people working in or looking to join the food and grocery industry. We also manage initiatives driven by research and best practice relating to science, technology or economics in the food industry. IGD has a trading subsidiary that provides commercial services. The profits from these commercial services fund the charity. For more information, visit www.igd.com

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