Embracing Diversity, Fostering Inclusion, and Cultivating Belonging

At the recent Global HR Leaders Forum in Amsterdam, hosted by ING, HR leaders from different industries came together to discuss Diversity, Inclusion, and Belonging (DIB). The conversation focused on the importance of having a comprehensive approach to DIB, emphasising the need for leadership commitment, data-driven decision-making, and structural changes.

Ruth McGill, Chief Human Resources Officer at ING, discussed the company’s commitment to DIB as one of its core strategies, highlighting the need for an integrated, value-driven approach that aligns with an organisation’s core values. She also acknowledged the need to focus on diversity at ING, and the subsequent substantial increase in female leadership representation. At the same time, she stressed the importance of hiring based on capabilities rather than solely on diverse backgrounds.

No one wants to be in a job because they’re diverse, but for what they can contribute.

Ruth McGill, Chief Human Resources Officer at ING

To ensure the success of DIB initiatives, the ING CHRO outlined key elements, including CEO commitment, senior management involvement, a common framework co-created with employees, and the personal relevance of the framework.

Shannon Shuemake, Global Head of Talent & Learning at ING, addressed the importance of implementing DIB because it is the right thing to do, not because of regulations or a need for compliance. Sharing ING’s newly implemented approach to DIB, Shannon emphasised four focus areas where they must do well, based on evidence about what works:

• Inclusive Leadership development through management workshops and visible executive allyship 
• Structural Inclusion by creating equity through hiring, talent, and performance practices
• Behavioural Inclusion by helping people turn intention into action
• Driving Change by treating DIB like any other strategic priority

She also highlighted the importance of using data analytics, empathy, and understanding the components of a fair process to address pushbacks effectively.

Always question how you might have a more inclusive conversation in performance management and succession planning.

Shannon Shuemake, Global Head of Talent & Learning at ING

The discussion also touched on managing anxiety surrounding DIB. Shannon advocated for peer-to-peer dynamics and creating safe spaces by leadership teams to address these concerns.

To summarise a great session, the conversation at the Global HR Leaders Forum underscored the need for ongoing efforts to promote diversity, inclusion, and belonging in the workplace.

We would like to thank Ruth McGill and Shannon Shuemake for hosting the session and all the HR Leaders in attendance for sharing their valuable insights.

We look forward to hosting more opportunities to discuss current trends and best practices with our HR community in Chicago, Mumbai, Singapore, Hong Kong, Sydney, Tokyo, London, Shanghai, Berlin, Munich and Zurich in the coming months.