Inclusive recruitment is a particular challenge in the luxury goods sector, which is why we’re so pleased to welcome Selfridges’ Head of DEI, Recruitment & Onboarding, Sharlene John, to speak on this topic at this year’s MAD World on 17th October in London (if you haven’t got your ticket yet, see here).
If you look at the senior management of luxury goods firms you are bound to starkly see the lack of representation at this level. It is changing – slowly – largely thanks to DEI specialists like John who are determined to change the status quo.
She was awarded a British Diversity Award in 2023 and has also been recognised by Diversity in Retail as a Woman to Watch in Retail and a Retail Role Model.
We spoke to her to find out more…
Why do you think there is such a lack of diversity, especially in senior positions, in the luxury goods sector?
I think this is such an important question and it comes down to a number of things, one being the lack of support individuals from diverse backgrounds receive after they are recruited into an organisation, which limits their ability to grow and further develop their career. Ultimately, businesses need to be investing much more in nurturing and supporting their team members.
We often hear that, once recruited, talent from diverse backgrounds don’t feel they fit in. What are your thoughts on that?
I feel very strongly about creating a sense of belonging in an organisation, and it’s good that we are increasingly seeing companies add a ‘B’ for belonging to their Diversity, Equity and Inclusion remit. There is no value in hiring someone and then not having the infrastructure and support in place for those people to thrive and be their best selves.
Do you have personal experience of this situation?
Yes. I’ve been hired into organisations and the support – whether that be from management or the wider business – has not been there to enable me to thrive and be the most successful I could be. It’s really important businesses move away from just ‘targets’ and look at the infrastructure and systems that are in place to support the individuals they are recruiting.
I don’t think businesses have quite grasped how important belonging is; it actually trumps everything else for me. I’ve often seen this fall down when inexperienced line managers don’t understand the nuances of different cultures and beliefs. Educating and training managers appropriately is so key.
How do you foster a sense of belonging?
We have to create environments where people understand what it’s like to walk in someone else’s shoes, but also understand and respect that you can never fully grasp what it’s like to walk in their shoes too.
To achieve this, it’s important to create space and psychological safety for people to share their stories and educate each other, so you can build a culture where people are more understanding of one another.
What are your thoughts on systemic racism?
As DEI experts, that is probably the biggest challenge we face. It’s such a challenge because it is so ingrained in so many organisations. In order to address it, it requires leaders asking themselves some really difficult questions and having challenging conversations and addressing the root cause.
What kind of questions?
Questions like: why in your department are there no individuals of colour? Why are we not seeing team members from certain groups moving through the pipeline into senior positions?
What does systemic racism feel like?
To answer on a personal level, it feels really lonely. It’s one of the loneliest places to be in an organisation when you feel you can’t show up as yourself and you are having to mask who you really are.
As a woman of colour, I am – nine times out of ten – the only one in the room, and that’s tough and tiring, having to constantly explain yourself. I hear this from my counterparts across other industries and sectors too.
We gained this huge momentum after Black Lives Matter, which really brought the conversation to the fore. However, the conversation has really watered down since then, especially since we’ve seen a rise in external challenges like the challenges like the current trading environment.
I don’t believe that, in 2024, I should still be waking up and feeling that being different, and having a darker skin complexion, should make a difference to how I show up at work. But the reality is, it does for many people that look like me.
What motivates you to keep going, although it’s tough?
I want my legacy in my career to be that I’ve opened doors and created conversations, that make it easier for the younger Sharlenes of this world coming up the ranks. It’s motivating to create the change that is needed and that really drives me to keep going.
What advice do you have for people wanting to combat systemic racism at work?
I would say be genuine and authentic in your approach.
We all know when someone’s actions are performative and when something is just being done as a token gesture.
Also, don’t try and do everything at once. If you want to make a change, if you want to make a difference, think about: what is the one thing that you can do that will be most impactful and change people’s lives? Focus on that and do that one thing really well.
Is there anything you’re particularly proud of that you’ve done in your career?
I’m proud of the fact that I continue to have this conversation in the workplace, even when it feels uncomfortable and challenging.
Personally, I’m super proud of the support and mentoring that I’ve given to young black and brown females who have had a similar start in life to mine, and who are now thriving in their chosen careers.
Twenty five years ago when I started out, I didn’t have anyone like me around. I felt alone.
I came from a south London housing estate and I had a daughter when I was a teenager. We then spent the first two years of her life in a women’s refuge for survivors of domestic violence.
However, I managed to overturn the usual stereotypes of someone in this situation and have created a fabulous life together with my daughter who – proud mum alert! – is now a senior trauma nurse for the NHS.
I’m very lucky that having my daughter gave me huge motivation to improve my life situation, but not every young Sharlene has that. That’s why it’s so important to me that I share my story because it could inspire other young people facing the same challenges too.
Sharlene is speaking at the DE&I Summit at MAD World, an event driving excellence in building equitable, inclusive, thriving workplaces. As well as her, speakers include Pernille Hagild, Global Equality, Diversity and Inclusion Lead, IKEA, Dr Patrick Ismon, Head of EDI, RSPCA and many more.
MAD World is on 17th October 2024, and will bring together speakers and attendees from across sectors and with a range of job titles for five tracks of leading-edge content that showcase best practice and provide insights and inspiration for all those looking to achieve maximum engagement with initiatives, optimise investment, stay one step ahead and really make a difference.
The stellar lineup of speakers includes: Professor Dame Carol Black GBE FRCP FMed Sci; Peter Cheese, CEO, CIPD, Vanessa Harwood-Whitcher, Chief Executive, The Institute of Occupational Safety & Health (IOSH), Dhavani Bishop, Head of Group Colleague Health & Wellbeing, Tesco, Kirstin Furber, People Director, Channel 4, Dr Clare Fernandes, Chief Medical Officer, BBC, Christian van Stolk, Executive Vice President, RAND Europe, Andrew Gibbons, Group Head of Wellbeing, Recognition and Hybrid Working, HSBC, Karen Brookes, Chief People Officer, Sir Robert McAlpine, Jaimy Fairclough, Wellbeing Specialist – People Division, Sainsbury’s, Dr Femi Oduneye, Vice President Health, Shell International B.V. and many more. You can find out more and register to attend here.
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