Last month I switched this newsletter from weekly to monthly because many of you were not seeing it. At the same time, I switched my emails to my mailing list from monthly to weekly so I could continue to offer you tailored information and inspiration knowing that you are more likely to see it.
The first month has proved successful with many subscribers responding and letting me know how beneficial the newsletters are, updating me on what they are doing, which (as introverts) they are less likely to do in a 'public' space, and taking bold steps to be more visible. If you want to continue receiving inspiration and information from me weekly and you are not subscribed to my mailing list, you can subscribe to it at https://bit.ly/4j4UxVA
For the past few weeks, news headlines and LinkedIn feeds have been full of stories and discussions about the plethora of organisations that are doing away with DEI programmes and initiatives.
Further fuelled by the executive order signed by President Donald Trump on his inauguration, demanding an instant seizing of all DEI programmes within the federal government. Leading up to that, we saw non-government organisations such as Meta, Amazon, Walmart, McDonalds, and others announce that they were ending DEI programmes/targets/initiatives.
Here in the UK, we have seen the Institute and Faculty of Actuaries (which represents tens and thousands of insurance and pensions workers) drop its DEI plans. BT this week announced it was scrapping its diversity targets in the bonus scheme for their managers in what the Telegraph stated as being one of the clearest signs yet that British business is rethinking the role of ethnic and gender representation targets.
In the past two weeks, I have spoken at women’s leadership conferences and the numbers attending have been down on previous years. The first one in Liverpool had 350 attendees when I first spoke there in 2023, 200+ when I spoke last year (2024), and only 70 this year.
The other conference, which I spoke at this week, was in Cardiff. Whilst not knowing the total number of attendees for this year or last year when I spoke there, I noticed the numbers were significantly reduced. Attendees this year who had attended it last year also commented about this, and we had a discussion as to whether it was due to the growing backlash against DEI initiatives.
Many people are concerned about what doing away with DEI means in practice and the implications going forward when it comes to ensuring equality, justice, and fairness. In one of my posts last month, I mentioned that there is another way that we can look at this, and shared PDF slides you can download on how to cultivate workplaces where EVERYONE thrives in the absence of DEI programmes:
What does doing away with DEI mean for introverted leaders?
Whilst there is a growing body of research showing that introversion is treated less favourably than extraversion in the workplace, because it is not a protected characteristic, many organisations do not consider it when looking at inclusion.
There are however, increasing numbers of organisations that are, and I am regularly asked to go into organisations and speak to senior leaders about the topic, as well as deliver talks, webinars, and workshops to their employees.
Those introverted leaders with intersecting identities will have been able to tap into employee resource groups that cater for their other intersecting identities that fall within those groups. Many introverted leaders have had to face inequalities (even discrimination in some cases) and strongly advocate for themselves in order to get ahead in their careers.
In the absence of DEI programmes, this shall continue.
Introverts will still have to self-advocate. I talk about the need for leaders from underrepresented groups to self-advocate in this video:
As an introverted leader, having the right mindset is important (well, this doesn’t just apply to introverted leaders, it applies to ALL leaders). It is often the self-doubt, lack of self-belief and low self-confidence that get in the way of leaders having the confidence, influence, and impact they want to have.
Add to that an environment where they are different to the dominant group and treated less favourably as a result, can make it difficult for leaders to be their confident, authentic selves, and thrive.
If this is your experience, addressing your mindset, internal psychological barriers, and developing the belief in yourself is transformational. It will make a huge difference to your confidence and what you can achieve.
It also makes it easier to navigate the external barriers of your working environment. As well as recognising when the effort required to navigate the external barriers is not worth it and it is time to move on.
So, in answer to the question ‘Will introverted leaders thrive without DEI?’ the answer is yes, if they are proactive about it.
Anti-discriminatory laws, policies, and practices will still exist, and it will be up to ALL of us to make sure that these are upheld.
If you’re an introverted woman struggling to get a senior leadership promotion, this session is for you. I’ll be sharing how to overcome three common barriers that may be holding you back:
✔️ Not believing in yourself
✔️ Not positioning yourself
✔️ Not promoting yourself. I’ll show you practical techniques you can apply to confidently position yourself and pursue your next promotion, all while staying true to your authentic self.
Join me live on 26 February at 1pm GMT to uncover the tools and mindset shifts that will help you take the next step in your leadership journey. Click on the blue attend button at the link here and add it to your calendar.
There have been some interesting episodes on the podcast since last month's newsletter. If you haven't listened to them yet, you can do so by clicking above. As of last week, podcast episodes are now available to watch on YouTube at the Abounding Solution YouTube page.
An overview of recent episodes are:
- Tips for When You are Losing Motivation: I share strategies for leaders to maintain motivation during challenging times, emphasising self-care, setting realistic goals, and seeking support when needed.
- Embracing Authentic Leadership: Insights from Introverted Leader Roselyn Unegbu: I spoke with Roselyn Unegbu, a programme and portfolio management leader and founder of Projects in Prism. Roselyn shared her journey of embracing her introversion while navigating male-dominated spaces, overcoming societal biases, and leading with authenticity and confidence.
- The Fallout for Diversity, Equity, and Inclusion Programmes, and Tips if Your Job is Threatened as a Result of Change: In this episode, I discuss the challenges faced by Diversity, Equity, and Inclusion (DEI) programmes in changing organisational landscapes. I offer practical advice for individuals whose jobs may be at risk due to organisational changes, emphasising proactive strategies and resilience.
- Finding Your Niche: How to Gain Confidence and Amplify Your Voice with Heather Black: My guest was Heather Black, who shared her experience in discovering her niche, building confidence, and amplifying her voice. The discussion provides insights into personal branding and the importance of finding your unique path to achieve professional fulfilment.
These episodes offer valuable perspectives on authentic leadership, navigating organisational changes, and personal development strategies.
