Andee Uren, executive head of workforce planning, optimisation, and engagement at Nedbank, says the bank has rolled out a range of initiatives aimed at promoting both DEI and transformation.
Diversity, equity and inclusion (DEI) are no longer just buzzwords; they are the foundation of a thriving, innovative and productive workforce.
The prevailing narrative around DEI often focuses on compliance and incremental progress. While these aspects are crucial, they fall short of the transformative change required to leverage the benefits of a diverse, equitable, and inclusive workplace.
Every individual, business scenario and culture is, thus no one-size-fits-all solution exists for successful DEI. Although achieving these goals is challenging, the following creative and innovative strategies can help companies make real progress:
- The support and commitment of senior leadership to DEI: Leaders need to support DEI initiatives and get actively involved. This sets the tone for the entire organisation and ensures that DEI is prioritised at all levels.
- Developing SMART DEI objectives: goals should be Specific, Measurable, Achievable, Relevant and Time-bound. This approach ensures that DEI initiatives are not just aspirational, but also actionable and measurable.
- Integrating DEI training that supports DEI strategies: training programmes should align with the company’s DEI strategies, focusing on unconscious bias, cultural competency and inclusive leadership.
- Creating ways for employees to voice their concerns: establishing channels for employees to report issues or suggest improvements without fear of retaliation is crucial for fostering an inclusive environment and building trust.
Diverse teams bring a variety of viewpoints and problem-solving approaches, fostering more creative and practical solutions. This diversity of thought is a critical driver of innovation. Our digital transformation initiatives, for instance, have been profoundly enriched by the contributions of employees from varied backgrounds, resulting in user-friendly and inclusive financial products that serve a broader client base.
In a diverse workplace, collaboration cultivates mutual respect and understanding, breaking down silos and fostering cross-functional teamwork. This collaborative spirit has been instrumental in maintaining our position as a market leader in client satisfaction, as evidenced by our top Net Promoter Scores (NPS) over the past two years.
DEI oversight and training
DEI oversight is embedded into our organisational structure in each business area and at group exco. In addition, we have the Nedbank Diversity, Equity and Inclusion Forum (NDEIF). This forum tracks our Employment equity targets, identifies and addresses barriers to workplace transformation, and aligns our DEI initiatives with our strategic business objectives. The NDEIF collaborates closely with our culture, leadership and learning teams to foster awareness and understanding of DEI across the organisation, including specialised training.
In partnership with Mandate Molefi, we have designed a culture transformation journey that allows our leadership teams to unpack our required culture, reflect on DEI, and operationalise our leadership framework within each cluster. This approach ensures that we set the tone from the top and create an enabling environment in which psychological safety can flourish.
Gender equity and LGBTQI+ inclusion
The bank’s Gender Equity Forum, originally established as the Women’s Forum in 2002, was rebranded in 2022 to reflect a broader focus on gender equity. The forum promotes equal opportunities and fair treatment for all genders within the workplace. Our work in this area was recognised in the 2023 UN Women's Empowerment Principles (UNWEP) Gender Mainstream Awards. The bank won the Gender Responsive Marketplace Award and was ranked second among the listed companies in the Economic Empowerment and Women in the Community categories.
Similarly, our LGBTQI+ Forum provides a platform for members to participate in the bank’s DEI agenda. This forum aims to support our DEI goals by creating awareness and education on LGBTQI+ matters, identifying causes of exclusion, and closing gaps to champion DEI wholeheartedly. In 2023, initiatives included the Global Equality Caucus, which brought together global leaders to advance LGBTQI+ equality, and the inaugural Diversity Ball, which celebrated our differences and demonstrated support for LGBTQI+ communities.
Representation and progress
The bank has made great strides in improving representation across various levels of management. For instance, black representation in executive management increased from 35.3 percent in 2022 to 46.2 percent in 2023. Similarly, black female representation in senior management rose from 22.6 percent to 24.1 percent during the same period.
Our efforts to promote gender diversity have also seen positive results. Female representation in senior management has increased to 40.9 percent, and we have made progress in increasing female representation in STEM disciplines from 33 percent to 39 percent.
Diversity and inclusion are not just policies at the bank; they are part of who we are and why we succeed. By championing DEI, we are building capability, productivity and creating a workplace where everyone can thrive.
To all businesses and leaders: the time to act is now. The future requires more than just compliance; it demands a genuine commitment. Let’s go beyond the status quo and create environments where every voice is heard and valued. By embedding DEI into our strategies and actions, we strengthen our organisations and contribute to a more equitable world.
