The topics they discussed, and Greg’s insights, included:
Creating safe spaces in workplaces
‘Greg reinforces the emotional weight that can come with being a visible minority at the top. As an openly queer board member, he describes the pressure of being a “model” representative. He recalls a moment when someone praised him for being an inspiration, only for him to feel the sudden burden of having to live up to that image. It’s a nuanced reality that many underrepresented leaders face — wanting to show up authentically without always being the poster person for an entire community.’
‘Greg makes a critical point about how “family” is often narrowly defined … Inclusion means acknowledging the diverse ways people live their lives — not assuming a single model of what matters outside of work.’
From performative to purposeful: Culture and DEI accountability
‘Greg voices a strong concern about the “theatre of DEI” — a trend where companies make public statements or post performative content on social media without following through internally. He questions whether brands that celebrate diversity during calendar events are making any meaningful changes to internal policies or workplace experience.
He urges companies to challenge themselves: If you’re not driving actual improvements in people’s daily work lives, should you be sharing those campaigns online? DEI, he argues, is about redesigning workplaces, not marketing strategies.’
Measuring progress in DEI
‘Greg believes in the power of data. By disaggregating engagement surveys, exit interviews, and performance reviews, companies can uncover patterns and close gaps. Are employees from different demographics having different experiences? Are promotions and pay aligned fairly? With the right data, you can answer these questions and drive targeted change.
Julie and Greg stress that leadership must not rely on diverse individuals to lead all inclusion efforts. It’s the shared responsibility of the entire executive team. Real inclusion happens when everyone is held accountable — not just those with lived experience of exclusion.’
Thank you to the team at Harrington Starr for recording these insights.
Get in touch for a chat with Greg and the team about taking meaningful, measurable action on DEI in your organisation.
