The future of DEI: Gender is still on the agenda

On 13 October, more than one hundred senior leaders and DEI professionals joined us at the London Stock Exchange for a special evening in partnership with Moving Ahead. As part of our series of events on the future of DEI, together, we explored the realities of modern leadership, the cultures we create and the forces that shape the pathways to leadership, particularly for women. 

Our guest speakers included Jennifer Thomas - Global Head of Equity, Diversity and Inclusion (EDI) at the LSEG, Megan Reitz - Associate Fellow, Saïd Business School, University of Oxford, Adjunct Professor of Leadership and Dialogue, Hult International Business School, Ghassan Karian - Chairman, Ipsos Karian and Box, Pavita Cooper - UK Chair, 30% Club UK campaign, and Dr Kate Goodger – PhD, C. Psychol. 

Throughout the evening, speakers shared thoughtful perspectives on what it means to lead inclusively in a complex and changing world. Guests also heard findings from new research with Hult Ashridge Executive Education, examining the headwinds and tailwinds facing executive women today. The discussion was candid, sometimes challenging, and grounded in a shared commitment to make progress both visible and sustainable. 

While there was much to celebrate, from the growing representation of women at board level to greater awareness of the barriers that persist, it was evident that progress cannot be taken for granted. Inclusion and equity demand constant focus, reflection and action. 

Key takeaways from the discussion and research 

Progress and pushback coexist 

Representation has improved, yet women remain underrepresented in key leadership pipelines. Some leaders question whether gender equity work is “done”, but the evidence shows that real progress depends on continued, deliberate effort. 

Listening is as important as speaking up 

There is research that highlights that women are more likely to feel unheard or face negative consequences for speaking out. Inclusion depends not just on encouraging people to speak, but on building cultures of genuine listening and psychological safety. 

Creating space matters 

Megan Reitz shared her work around the idea of “spaciousness”, which resonated with guests. By this, Megan refers to the leadership mode in which, instead of being focused on reactive ‘doing’, leaders pause, broaden attention and create space to allow insight, creativity and meaningful dialogue. Mentoring and coaching offer credible ways to create that space within organisations that are often defined by speed and ‘pathological busy-ness’. 

Sponsorship accelerates progress 

Mentorship remains vital, but sponsorship is what often makes the difference in career progression. Building systems that enable sponsorship is essential to help more women reach the most senior roles. 

Inclusion must widen its lens 

Beyond gender and ethnicity, class and social mobility continue to shape who progresses and who does not. Broadening the focus of DEI work to include these dimensions will help open opportunities for all. 

The evening was a reminder of the power of collective leadership and honest conversation. While the panel recognised how far we’ve come, there was a clear-eyed understanding of how much more there is to do. As organisations, and as individuals, our challenge now is to turn these insights into action, listen more deeply, create space for others, and build cultures where everyone has the chance to thrive.

If you’d like to take part in future discussions or share your insights please get in touch.