Leadership reflections

Our Race at Work report recommends that more leaders become champions and executive sponsors.  We asked representatives from our champion members what motivates them to support the progression of race equality in their workplaces and this page features a selection of their responses. .  


Click each image to read their inspirational stories.


David Chan, CEO

'Diversity in the workplace reflects the real world, and the customers and clients we service every day'

Emma Codd, Managing Partner for Talent

Image of Emma Codd

'Respect and inclusion are embedded in our core values and in which all talented people are able to be themselves and thrive'.

Mark Condron, Senior Partner,UK Retirement Business Leader

Image of Mark Condron

'By embedding the race agenda into our recruitment, performance management and talent processes I’m confident we will over time see similar success for ethnicity'.

Ed Syson, Operations Director, UK Gas Distribution
National Grid

Image of Ed Syson
'I see the biggest opportunities in developing organisations is to truly dreive value from our diversity'.

Graeme Hughes, Group Director, Distribution,

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''Get to know and listen to your BAME (and other employees). Be prepared to challenge default ways of doing things''


Carmen Watson, Chair

Image of Carmen Watson

'There is a huge opportunity for businesses that employ a diverse workforce and embrace an inclusive leadership style to drive tangible benefits'.

Paul Massara, CEO
RWE Power

Image of Paul Massara

'We know that helping people juggle their family and work life balance means happier and more productive employees'.

Martin Bambridge, Associate General Counsel DS Portfolio

Image of Martin Bambridge

'The prize for the organisation is to broaden its talent base by attracting and retaining people from the widest variety of backgrounds, because by doing so we will have greater insights into the communities in which we operate and the customers we serve'.


Andrew Quincey, Director of Commercial Transport
Transport for London

Image of Andrew Quincy

'Get stuck in and listen to people from the youth panel, the mentees and people seeking work to understand where you can make the most difference'.

Tony Chanmugam, Group Finance Director

'Success is based on being able to have the support of a strong and passionate team who want to make a difference'.

Seemer Bains, Partner, Insurance Casualty & Head of Diversity Steering Group

Image of Seemer Bains

'I genuinely believe working together to create a business where difference is valued and progression is based solely on merit, generates value for the business, a great experience for our clients and a great place to work for our people'.

Daryl Scales,Vice President of Finance for Europe,
Enterprise Rent-A-Car

Daryl Scales
'' You really have to understand the challenges before you can attempt to make yourself understood''.


Adrian Joseph, former Race Equality Leadership Team Chair

Adrian Joseph

'The biggest opportunity is to make employment opportunities at Google better understood by the Black community and the Black talent pool better understood by Google'.

Richard Iferenta,Partner,

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'' I think the most important thing to do is to get board level sponsorship so as to be clear that you will be able to make a difference''


Nick Gurr, Director of Media and Communications
Ministry of Defence

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'Make sure you get the support you need from within the organisation at senior levels'.

Gaenor Bagley
UK Head of People PwC

Gaenor Bagley

'Be persistent! You can’t change things overnight but its better to start with small interventions on areas of focus, which can provide you with concrete evidence to support the case for greater change'. 



Angie Risley, Group HR Director,
Sainsbury's Supermarkets LTD

Angie Risley

'' Gain sponsorship from the most senior leaders of the organisation for an inclusive strategy as they will make it happen''.


David Wicks, Executive Vice President, Regional Executive Operations Europe, Middle East & Africa (EMEA), Executive sponsor of the Black Business Resource Council
Northern Trust

Image of David Wicks

'This is not about positive discrimination but about reframing traditional definitions of talent. Diverse role models are critical to helping us to attract ethnic talent to the industry'.

Our Race at Work report says:
Employees that have mentors are more positive about their career progression and opportunities, and it appears to be more so with BAME employees. It is positive then, that having a mentor i.e. someone to guide and advise them on their career) and a sponsor (i.e. a senior person to actively promote them in the workplace) is more common among BAME groups.28% have a mentor compared with 12% of white employees, and 15% have a sponsor compared with 6% of white employees.