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Creating a diverse and inclusive workplace: A call to action from Assupol's CEO, Bridget Mokwena-Halala

17 October 2024 Bridget Mokwena, CEO at Assupol
Bridget Mokwena-Halala

Bridget Mokwena-Halala

As we reflect on our journey toward equality, it is crucial to confront both the strides we’ve made and the challenges that still lie ahead. At Assupol, the commitment to creating a diverse and inclusive workplace is not just a corporate policy, it is the cornerstone of our values and vision.

As the CEO, I am both proud and deeply committed to advancing these principles, recognising that diversity and inclusion are not merely about representation but about fostering an environment where every individual can thrive.

Diversity and inclusion

Diversity encompasses a broad spectrum of identities, experiences, and perspectives, from gender and race to age, ability, and beyond. Inclusion means ensuring that these diverse voices are not just present but are actively integrated into the fabric of our organization. Leaders must understand that a diverse team brings a richness of perspectives that enhances creativity, drives innovation, and improves decision-making. Achieving true inclusivity requires more than just meeting quotas or implementing policies; it necessitates a cultural shift within the organization.

We should endeavour to foster an environment where every employee feels valued and has equal opportunities for growth and advancement. This begins with recruitment practices, where we must strive to eliminate biases and ensure that our hiring processes are fair and transparent. We must be dedicated to providing all employees with the tools and support they need to succeed, regardless of their background.

Building a culture of respect and empathy

Creating an inclusive workplace involves cultivating a culture where respect and empathy are essential. It means acknowledging and valuing the differences among us and ensuring that every team member feels heard and respected. Business leaders must actively promote open dialogue and encourage employees to share their experiences and perspectives. Training and development programs should be tailored to raise awareness about unconscious biases and to equip our teams with the skills necessary for fostering a respectful and supportive work environment.

Moreover, it is important to highlight the broader efforts of business leaders in supporting and advancing underrepresented groups across various organisations. Leadership diversity is critical, and there is a growing commitment to providing mentorship, career development opportunities, and work-life balance initiatives that support the professional and personal growth of all employees. The goal is not only to increase the representation of diverse individuals in leadership roles but also to ensure that their voices are influential in shaping the future of their respective organizations. This commitment reflects a recognition that diverse leadership teams drive better outcomes and foster more innovative, inclusive work environments.

Measuring progress

Progress toward diversity and inclusion must be measurable. Many organizations regularly assess their practices and policies to ensure they are meeting their goals. This involves collecting and analysing data to track progress and being transparent about achievements and areas needing improvement. Feedback from employees plays a crucial role in this process, as it helps refine strategies and initiatives.

Looking ahead

As organisations move forward, their commitment to creating a diverse and inclusive workplace must remain consistent. Recognizing that this journey is ongoing and that there is always more to be done, fostering an environment where diversity is celebrated and inclusion is embedded in everyday practices is essential. This not only enhances organisational culture but also contributes to a more equitable society.

It is a valuable time to reflect on the importance of diversity and inclusion in our lives and workplaces. Celebrating progress made and looking forward to future advancements, together South African leaders can build workplaces where everyone has the opportunity to succeed and where the unique contributions of every individual are recognised and valued.

Quick Polls

QUESTION

The South African authorities are hard at work to ensure the country is removed from the global Financial Action Task Force grey-list by February or June 2025. What do you think about their ongoing efforts?

ANSWER

But what about the BRICS?
Compliance burden remains, grey-list or not.
End-2025 exit is too optimistic.
Grey-list is the new normal.
Too little, too late.
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