Page 27 - Gi flipbook March 2018

about the differences between
inclusion and diversity, and that
diversity is more than what you can
see. She also spoke about how to be
an inclusive leader. While we may talk
about inclusion and diversity, it’s not
often that we consider the differences
between those two words – diversity
is a fact, inclusion is a choice, as
Allyson stated. Inclusion is how I
choose to behave, how I listen and
interact with my team and my
colleagues. That’s what makes an
environment inclusive. Having diversity
doesn’t do this alone.
There was a great panel on
mentoring and how this can be
beneficial. We also learned the
differences between mentoring,
coaching and sponsoring. Having had
both coaching and mentoring
relationships in the past, I already had
seen the benefit, but hadn’t
considered the role of a sponsor when
it comes to my development and
career progression. Mentoring and
coaching relationships are invaluable.
As the panel said, focus on yourself,
be prepared and be open. It only
works if there is trust within the
relationship. During two difficult times
in my career, I have benefited from a
mentor and a coach. Both were able
to push and guide me in the direction I
needed at the time. The meetings
were always tough and draining, but
gave me everything I needed. I don’t
think I would be in the role I am in
now without their help. And, given the
topic of the conference, I feel I should
I was concerned how the men’s panel share that, in my case, both my coach
would go, but I shouldn’t have worried. and mentor were male. But I am
hoping to find a female mentor for the
It was enlightening to hear their next step in my career.
My leadership line is all female,
perspective. The irony of the men’s with this only broken by our CEO. It’s
panel finding it intimidating to walk into the same for my direct reports. While
this is not a unique position to be in, it
a room as the minority gender was not is unusual. It gives me hope. The
discussions and ideas shared at the
lost on any of us conference are not just conjecture,
change is possible. It can and should
be more widespread. However,
men in senior positions talking about none did. It’s difficult to market an women cannot do this alone. To be
what they wanted, and hearing that event like this to men. Making the truly inclusive, and to ensure change
what they aspire to at the top of the purpose clear – that the event was happens, we need all our colleagues,
business may not always translate welcoming for women and inclusive regardless of gender, to help make
further down. They also made the for men – must have been a difficult this happen. ■
point that we are all biased, it is balance to strike. This was discussed
inescapable. The only way to during both the men’s perspective ■ The Leadership Conference for
overcome it is for us all to recognise panel and the group discussions. Women in Energy – Europe took
and acknowledge this. Day two started with a keynote place in London on 17-18 January.
The event was not a women’s only speech from Allyson Zimmerman, Visit www.euci.com for information
event – men could attend too, although from Catalyst Europe AG. She talked on upcoming conferences

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