Last month, we celebrated the culmination of this year’s Inclusive Leaders Programme, a 9‑month initiative co-created by BusinessLDN and our strategic partner Journi – designed to equip senior professionals with the tools, insight and confidence to drive meaningful change for equity, diversity and inclusion (EDI) in their organisations.
Kindly hosted by Gateley, our final event brought together programme participants, speakers and supporters for a thought-provoking discussion and networking reception. Together, we reflected on our journey so far, the practical challenges businesses face in embedding EDI, and what it takes to build truly inclusive cultures amid a shifting social and political landscape.
Our panel – featuring Sharla-Jaye Duncan, Chief Executive Officer, Journi; Richard DeNetto, Chief Executive Officer, Change the Race Ratio; Yvonne Achan-Oryema, Integrated Talent Management Lead, Lloyds Banking Group; and chaired by BusinessLDN’s Deputy Chief Executive, Muniya Barua – tackled some of the big questions.
What does it mean to stay true to your company values in the face of pushback? How can we sharpen the commercial case for EDI and bring everyone on the journey, regardless of their starting point? And how do we move from intent to impact, particularly when navigating complex internal systems?
Making inclusive values a consistent part of how your organisation operates at every level – and ensuring all team members are involved in the process and aligned – is essential to driving lasting change. Shifting the focus from messaging to meaningful action and a genuine duty of care is a vital step toward building a truly diverse environment.
There was also rich discussion about the evolving role of employee resource groups (ERGs): from reducing internal friction to fostering allyship and, ultimately, unlocking their full potential as agents of change.
Two clear messages cut through. The business case for EDI remains compelling: organisations that reflect the communities they serve are better equipped for commercial success. And, crucially, progress isn’t linear. It requires courage, flexibility and persistence, alongside a willingness to listen, adapt and make space for a breadth of lived experiences.
We’re grateful to everyone who contributed to this year’s programme. As we look ahead, we’re excited to continue building on this work with Journi and our members, with further joint activities are being planned for 2025/26. In the meantime, look out for our quarterly EDI events for members.
There’s still much to do, but the energy, ideas and commitment we heard last week are positive proof that inclusive leadership isn’t just alive and well – despite our turbulent times, it’s thriving.
For further information on our work with Journi and how to get involved, please contact Victoria Armstrong, Policy Manager.