Diversity and Inclusion: Insights from CCW Speakers

Ahead of their session, we interviewed these leaders to uncover their insights on building inclusive cultures, overcoming challenges, and how diversity, equity, and inclusion (DEI) will shape the future of work. Their thoughtful responses reflect the importance of moving beyond policies to drive meaningful change.

What does diversity and inclusion mean to you, and why is it critical for building stronger teams and cultures?

Aneta Field: “Diversity and inclusion are about creating an environment where people from all backgrounds feel genuinely valued and comfortable being themselves. It’s not just about who’s in the room - it’s about making sure every voice is heard. When you bring together people with different perspectives and experiences, teams become more innovative, resilient, and adaptable. It’s one of the best ways to build strong, collaborative cultures where everyone feels they belong.”

Sean Richards: “As a leader and a father of two young daughters, I see diversity and inclusion as vital - not just for today but for the future workforce. By embedding DEI now, we pave the way for a fairer playing field for generations to come. For New Zealanders, it’s also about embedding our strong, vibrant history into workplaces and ensuring cultural heritage isn’t forgotten but evolves with us. Strong teams thrive when they reflect a variety of perspectives and backgrounds. You can’t create a strong culture alone - it must be shaped by empowering people to steer its direction and standards.”

Jacky Karam: “I became aware early in my career of how teams lacking diversity often hit limits in their potential. As a leader, I’ve learned the value of fostering diversity through intentional recruitment, being conscious of unconscious biases, and creating spaces where everyone feels valued. DEI fosters belonging, encourages diverse viewpoints, and drives innovation. Ultimately, this creates stronger teams and more dynamic cultures where everyone is engaged and motivated. Initially, I had idealistic views around diversity, equity, and inclusion, but now I have learned how to practically apply skills and methods in order to actually achieve DEI.”

Renee Moore: “Diversity to me means having a range of experiences, perspectives, and backgrounds within a team. A diverse and inclusive environment fosters a sense of belonging that connects people to the organisation and to each other. When people feel valued and engaged, they bring their best selves to work. Teams with diverse perspectives tend to offer unique approaches to challenges, driving innovation and growth.”

Can you share an example of a diversity and inclusion initiative that has led to tangible improvements in team performance or innovation?

Aneta Field: “At Honey, we launched a mentoring and ‘lunch & learn’ program to support team members from underrepresented backgrounds - whether culturally or in terms of education - by pairing them with leaders across the business. It wasn’t just about career growth. It also helped build confidence and brought fresh ideas into team discussions. Some of our best brainstorming sessions have come from this program because everyone felt empowered to share their perspectives.”

Sean Richards: “One of our most impactful initiatives involved immersing our corporate functions in Māori culture by staying on a marae in New Zealand. This experience deepened our teams' connection to cultural heritage and informed our inclusion framework, impacting everything from recruitment to team dynamics. In our contact centre, we’ve established a Rōpū - a group passionate about advocating for Te Reo and Te Ao Māori. This has led to initiatives like funding staff for Māori education, embedding bilingual signage, and fostering cultural competence. These efforts go beyond visibility - they’re about creating a mindset of inclusion. The Māori strategy is based around 4 pillars:

• Pou tuatahi: Kakau (Governance & Leadership): Transforming workplace culture to value Māori language, culture, and knowledge.
• Pou tuarua: Tinana (Strategic Acceleration): Supporting kiwi-centric initiatives, partnerships, and community cohesion programs.
• Pou tuatoru: Rapa (Authentic Engagement): Building meaningful relationships with Māori leaders and organisations.
• Pou tuawha: Koinga (Cultural Acceleration): Promoting Māori language and culture through practical programs and initiatives.

Jacky Karam: “One initiative I’m particularly proud of involved supporting an employee on the autism spectrum. By tailoring tasks to suit her needs and providing noise-cancelling headphones, we created an environment where she could thrive. Her confidence soared, and she even volunteered to lead training sessions for new hires. Additionally, at P&N Bank, our Emerging Leaders Program includes a workshop on inclusive leadership, which has shaped 80 graduates over the past six years. These programs ensure we’re building inclusive mindsets from the ground up.”

Renee Moore: “For me, it’s about walking the talk. I prioritised creating a diverse leadership team, which has helped us approach situations, challenges, and opportunities from multiple angles. This diversity drives better decision-making and ensures a variety of perspectives are heard.”

What are the biggest challenges you’ve faced when driving diversity and inclusion efforts, and how have you successfully overcome them?

Aneta Field: “Tackling unconscious bias has been one of the biggest challenges, especially in hiring and decision-making. It’s not something that can be solved overnight, but we’ve focused on training to build awareness and making our processes more transparent and fairer. Creating open feedback loops where people feel safe to call out issues or share ideas has been crucial in breaking down barriers.”

Sean Richards: “Driving cultural change is a slow process, especially in established businesses. It can take years to embed meaningful shifts, but transparency is key. Being open about what’s working, what isn’t, and where improvements are needed allows us to build trust and keep progressing.”

Jacky Karam: “Overcoming unconscious bias and resistance to change has been a major challenge. Educating employees through training and implementing inclusive recruitment practices have been critical steps. For example, at P&N Group, we’ve developed in-house eLearning modules and robust interview processes to minimise bias and foster inclusive hiring practices.”

Renee Moore: “Resistance to change has been one of the biggest challenges. As leaders, we need to focus on communication - explaining the value of diversity and reinforcing its benefits through consistent actions. Building trust and driving engagement are essential for overcoming this resistance.”

Interested in these topics? Join us at CCW to hear more from these inspiring leaders and share your own DEI journey!