Beyond Lip Service: The Power of Senior Leaders in DEIB
The Importance of Senior Leadership Visibility
Lately, I’ve been reflecting on what truly drives sustainable Diversity, Equity, Inclusion, and Belonging (DEIB) change. While Employee Resource Groups (ERGs) and Network Groups play a huge role in fostering inclusion, they cannot and should not bear the weight of this work alone. Senior leaders are not just important allies in this journey—they are essential. Their actions, decisions, and commitment shape whether DEIB becomes embedded in an organisation’s culture or remains a surface-level initiative.
When senior leaders actively engage in DEIB efforts, they send a clear message that this work is a priority. Employees look to leadership for direction, and their visible involvement fosters trust and accountability. On the flip side, when leadership is absent, efforts often stall, leaving ERGs and DEIB champions to do the heavy lifting with limited influence and resources.
Beyond influencing culture, senior leaders have the power to make lasting structural and policy changes. Their role isn’t just to support inclusion from the sidelines but to actively drive it forward. Unlike grassroots movements within organisations, senior leaders hold the authority to shift business priorities, allocate budgets, and embed DEIB into core business operations. Their actions ensure that inclusion isn’t just the responsibility of HR or diversity teams but a collective, organisation-wide commitment.
The impact of leadership visibility extends far beyond words. When employees see their leaders advocating for DEIB, they feel more empowered to do the same. Leadership presence fosters a culture of openness, accountability, and shared responsibility rather than placing the burden of change on a few. It also helps address power dynamics, ensuring that underrepresented voices are not just heard but actively valued and acted upon.
The organisations that get this right don’t just treat DEIB as a box-ticking exercise; they build it into leadership development, making sure that executives understand their role in driving inclusive workplaces. DEIB is not a short-term project; it’s an investment that benefits the entire organisation, leading to improved employee engagement, innovation, and overall business growth.
Why Senior Leadership Visibility Matters
Culture change doesn’t happen in isolation—it needs to be driven from the top. When senior leaders show up, listen, and take action, they create an environment where DEIB isn’t just a set of talking points but a deeply ingrained part of the organisation’s DNA. Their visibility makes three key impacts:
Signals Authentic Commitment: Employees can tell when DEIB efforts are performative. When leadership is actively involved—not just sending emails or delegating to ERGs—it builds trust and signals that inclusion is truly valued.
Empowers and Motivates Staff: Representation at the top matters. When leaders engage in DEIB conversations, they show employees—especially those from underrepresented backgrounds—that their voices matter.
Drives Accountability and Action: DEIB initiatives require funding, policy changes, and structural adjustments—all of which rest in the hands of leadership. If senior leaders aren’t actively engaged, progress stagnates.
Five Ways Senior Leaders Can Be More Visible in DEIB Work
Senior leaders set the tone for how DEIB is prioritised across an organisation. Their engagement must go beyond words—it should be felt in their actions. Here are five practical ways they can be more visible and impactful:
Attend and Participate in DEIB Events: Show up, not just as a speaker but as an engaged listener. Being present and open to learning, rather than just leading, sends a powerful message.
Sponsor ERGs and Marginalised Voices: Leaders should actively mentor, sponsor, and advocate for employees from underrepresented backgrounds. True allyship means opening doors and creating opportunities.
Embed DEIB in Business Strategy: Inclusion should be built into performance reviews, KPIs, and leadership objectives—ensuring that it’s not just a ‘nice to have’ but a key part of business success.
Be Transparent About Progress and Challenges: Employees appreciate honesty. Sharing updates, data, and lessons learned—rather than vague commitments—builds credibility and trust.
Walk the Talk: DEIB values should be reflected in leadership behaviours. This means calling out bias, challenging inequities, and modelling inclusive leadership every single day.
Final Thoughts: The Buck Stops with Senior Leadership
I recently spoke at NatWest Group’s Race Equality Matters event, and one thing stood out: the presence of senior leadership. It wasn’t just symbolic—they were actively engaged, sitting alongside employees, listening, and participating in discussions. Their presence sent a clear message: ‘We see you, we hear you, and we are committed to action.’
For employees, that visibility matters. It builds trust, shows accountability, and makes DEIB efforts feel real rather than performative. As an external speaker and also a NatWest customer, it reinforced my confidence in the organisation. When companies invest in DEIB internally, it naturally extends into how they treat their customers and wider communities.
Reflecting on my experience at NatWest Group, I’m more convinced than ever that sustainable DEIB change is impossible without leadership buy-in. Senior leaders hold the power, the budget, and, ultimately, the responsibility to drive meaningful change.
The experience also made me reflect on the charity sector, where many organisations struggle with leadership visibility in DEIB efforts. Charities serve diverse communities yet often lack representation and engagement at the top. When leadership is absent from DEIB work, it creates a disconnect between organisational values and actual workplace culture. Employees and volunteers need to see leaders who are willing to step up—not just in statements but in actions.
Organisations like NatWest Group demonstrate that when leadership is actively involved, DEIB becomes part of the company’s DNA. The charity sector can and must take the same approach. Leadership presence isn’t just a ‘nice to have’—it’s a fundamental requirement for sustainable, meaningful change.
If DEIB is truly a priority, then leadership visibility cannot be optional. The organisations that get this right aren’t the ones where DEIB is just another HR initiative—they are the ones where leaders take ownership and lead from the front.
Join the Conversation
I hope Mabinty Esho's DEIB Digest inspires you to embrace diversity and become an advocate for equity, inclusion, and belonging. If you’ve enjoyed reading this article and want to hear more of my thoughts, reflections, and insights, please like, comment, and subscribe!
Thank you for being a part of this journey towards a more inclusive and equitable world. Together, we can create a world where everyone feels seen, heard, and valued.
Until next time, stay curious, stay kind, and keep shining!
