“Diverse teams doesn’t mean inclusive teams – they’re not interchangeable terms. Interlinked, yes, but one doesn’t guarantee the other”
BY DYLAN MANN-HAZELL, IMAGE BY @DAVIDEANGELINIPHOTOS
myGwork sat down to talk to Alex Henderson, Global Delivery Head of People Transformation at State Street about the importance of inclusion at work, her journey navigating the financial services industry, and how businesses can build inclusive cultures.
Alex Henderson grew up on the Essex-Suffolk border and could be found as a child swinging from trees, playing football, or building dens with the neighbour kids. “School was interesting, mostly upon reflection rather than realising at the time, as I didn’t fit in with the girl’s group, nor did I fit in with the boys. However, I also truly got on with everyone, so I didn’t see it as an issue or anything negative, in fact, today I feel that people do not put me in a group automatically and it enabled me to connect with a broader network.” She recalls the power of this network as well as allyship when she was not allowed to join the school football team despite the boys’ belief that she was one of the best players. The boys caused a fuss, the school board was convened, and the rules were changed to allow girls to play on the team.
Coming out to family was a straightforward affair – after a few teenage boyfriends, Alex found herself attracted to a girl on her cricket team. One night after a drink together at the local pub, her mother asked her if she was falling for the girl. The support was unanimous and provided her a base at home with which to grow in confidence and progress in her career.
Early on in her career, however, issues of patriarchy and heteronormativity had stifled this. “I have been notably excluded, or even ignored, simply for being female before my sexuality even came into play. I experienced senior male leaders actively refusing to speak to me directly and vocalising their preference to engage with my more junior male colleagues, as they did not like women on the trading floor.” Even when such prejudice became unacceptable in the workplace, the atmosphere evolved to a more subtle, passive aggressive form of discrimination. Inferences that Alex’s identity was the reason for any progress she made in the workplace, rather than her ability and expertise, began to follow her around. Comments like this understandably affect one’s confidence and play on your mind; never being quite sure if you are progressing because you’re capable or because you’re “ticking the right boxes.” She persevered however to become senior in her field, and to succeed despite the negative attitudes she had encountered. In 2021, she was interviewed at State Street and another organisation. The deciding factor for her when it came to choosing between them was the culture of inclusivity.
“Across State Street, it’s a priority to ensure that every employee feels that their identity and experience are represented, embraced, and celebrated. We keep the DEI conversation going through frequent, open employee discussion forums and global training opportunities. By educating, inspiring, and empowering our employees at every level, we cultivate a global force of leaders that represents the diverse markets we serve,” she tells me. The business operates over 24 different employee networks with 110 chapters globally, enabling employees to access mentorship, career development, and training as well as helping to embed the culture of diversity, inclusion and equity.
These cultures are vital to promoting LGBTQIA inclusion, Alex believes. “Diverse teams doesn’t mean inclusive teams – they’re not interchangeable terms. Interlinked, yes, but one
doesn’t guarantee the other. To shape a diverse business, we must first have a welcoming, inclusive culture.” Alex’s favourite, well-known, example that sums up how culture should be is. “Diversity is where everyone is invited to the party. Inclusion means that everyone gets to contribute to the playlist. Equity means that everyone has the opportunity todance/experience the music.” Despite historic stereotypes and pervasive cultures in the financial services industry, it is the work of employees and teams at State Street to overcome that and build an inclusive culture that is what made the bank stand out to Alex in the first place.
Anyone can build these cultures into their own business, Alex thinks, if they’re prepared to take the right steps. “We are all on a learning journey since the day we were born. It is the role of every organisation to continue to provide those opportunities for continuous learning – helping to move society forward by opening minds to new ways of thinking, being, and doing. I often hear leaders show nervousness around having deep conversations on inclusivity for reasons such as ‘worried about using incorrect terminology’. Every organisation needs to put the human at the core of their business and people strategies.” It starts with small steps but snowballs into building businesses where everyone is welcome and able to bring their authentic selves to work.
State Street is a partner of myGwork, the LGBTQ+ Business Community. To find out more about what they’re up to and to check out their job opportunities, head over to their myGwork profile here.
DIVA magazine celebrates 30 years in print in 2024. If you like what we do, then get behind LGBTQIA media and keep us going for another generation. Your support is invaluable.
