An interview with Emma Codd, Managing Partner for Talent at Deloitte & Speaker at WIG's D&I Conference 2017
Emma Codd, Managing Partner for Talent at Deloitte will be speaking at WIG's Diversity and Inclusion Conference on Thursday, 16 November 2017.
What are the top 3 priorities on your D&I agenda this year?
Gender, ethnicity, and social mobility… all underpinned by our continued focus on providing a truly inclusive culture.
What is one thing your organisation is doing extremely well in the D&I space which others can learn from?
I think our focus on culture has meant that we have been able to start achieving the change that we need. We have been very clear that, while you need to identify your ‘pain points’ and focus on them through targeted interventions (such as programmes), these interventions alone will not be enough to deliver meaningful and sustained change. So we have called out the need to deliver a truly inclusive culture that is underpinned by respect and have worked to ensure that this happens. This includes our film, Ask Yourself, which we made not only to help convey this message to our people but also to those outside the firm. I am really proud of the impact that this short film has had.
Can you tell us more about your interest in diversity and inclusion?
My role as Managing Partner for Talent for Deloitte means that inclusion is part of my role. However, I’ve long been passionate about the need to deliver a truly inclusive and respectful workplace culture; it’s something I believe everyone should experience. Creating an environment where everyone feels able to fully be themselves, where they are judged only on the value they can (or could) bring will help each individual to deliver their best and to thrive, both personally and professionally.
What will you be speaking about at WIG’s Conference this November?
I’ll be talking about Deloitte’s approach to social mobility – from ensuring that our recruitment and selection practices do not disadvantage; to working to make sure our working environment and culture are inclusive and that role models are accessible; to acknowledging the challenges that still remain, and making sure we can reach those that want to join us – engaging them at an earlier stage so that they aspire to join our profession.