Creating fair and accessible opportunities for professional development is essential for ensuring everyone has a real chance to grow, succeed, and feel they belong. Many organisations underestimate how much their approach to equity and inclusion impacts career progression, employee engagement and retention. Understanding cultural nuances, using data-driven processes, and creating inclusive networks can help companies support diverse teams more effectively and create environments where all individuals can thrive. This isn’t just about ticking boxes; it’s about making meaningful changes in how organisations nurture talent and enable career growth.
Here are some key strategies to help businesses make professional development genuinely equitable and inclusive.
1. Adapt to cultural differences
Managing diverse teams across regions means recognising that cultural values shape workplace behaviours. Charlotte Allen, Global DEI, Tech and Innovation Lead at Barclays via AMS, shared insights during the on-demand Equity in Professional Development webinar: “Cultural backgrounds can influence workplace interactions and collaboration. For example, in some APAC countries, decisions are made collectively within families, which can affect workplace dynamics where individual decision-making is prized.”
This cultural gap can sometimes create a ‘glass ceiling’ for employees who may struggle under Western management models. Being aware of these differences and adapting leadership styles accordingly is crucial to supporting diverse teams and creating a fairer environment where everyone can thrive.
Aaron Dhammi, Nicoll Curtin’s Consultant and DEI Champion, also emphasises the advantage of having a global presence, as Nicoll Curtin operates in the UK, Ireland, Singapore, Hong Kong, the Philippines, Switzerland, and Serbia. “One approach we use is a concrete target for diversity: aiming for at least one diverse hire per three CVs sent. We put that into quite a few of the terms with our clients and see a good response in the diversity pipeline,” he explains.
2. Use data for fair progression
While gender and ethnicity remain significant diversity considerations, inclusion today is expanding to social mobility and other factors. Charlotte Allen highlights the importance of widening the diversity lens. “The focus on diversity now includes veterans and individuals who are the first in their families to attend university or receive free school mealsInclusion efforts should be all-encompassing, creating opportunities for every background.”
This broader approach helps companies connect with a broader talent pool and creates opportunities for equitable professional development.
3. Provide accessible development
Retention and development rely on clear, consistent processes that show how individuals can grow within a business. Charlotte Allen highlights that many people leave bosses, not companies, so training managers to understand cultural differences and avoid unconscious biases is crucial.
Aaron Dhammi adds, “Fairness also means rethinking promotion and recruitment practices to remove hidden biases. People sitting next to their manager are more likely to be heard and recognised, whereas equally capable remote workers or those seated further away may be overlooked.”
Companies can implement career progression programmes that include modular, accessible learning opportunities that fit diverse lifestyles and needs, such as providing closed captions and screen reader compatibility. When employees can see their development paths clearly and fairly, they feel valued and motivated to stay.
4. Create accessible networking opportunities
Networking is often key to career advancement, but not everyone can participate equally in traditional events. “Networking opportunities like golf trips or after-work drinks can unintentionally exclude people due to family commitments, religious beliefs, or personal preferences. Being mindful of these barriers and offering alternatives helps everyone feel supported in their career journey,” says Charlotte Allen.
5. Encourage allyship and accountability
“Sponsorship programmes and employee resource groups can elevate underrepresented voices within organisations, truly helping to ‘shift the dial’ by connecting individuals with advocates who champion their career progression and open doors to new opportunities,” Charlotte Allen emphasises. Seeing relatable role models succeed creates a sense of belonging and encourages others to pursue growth within the company.
Organisations that establish clear policies for addressing bias and discrimination, provide support for those affected, and train managers and leaders to recognise microaggressions and cultural biases tend to develop more inclusive environments. Formal processes for reporting and resolving issues, with transparent consequences, help build trust and ensure a safer, more accountable workplace for everyone.
