HRreview: Sue Brooks: The Quest for Authentic Diversity – Any Ideas?

Cielo Chief Innovation Officer, Sue Brooks, was published this week on HRreview, a global news and informational resource for HR and talent acquisition professionals. The article, The Quest for Authentic Diversity – Any Ideas?, discusses that, although senior HR professionals have long understood the benefits of a truly diverse workforce, achieving “truly authentic diversity” is proving to be a much greater, long-term challenge.

Excerpts from the article: 

According to McKinsey’s Diversity Matters 2014 report, companies in the UK with 10% higher than average gender and ethnic diversity on management teams enjoy almost 6% more profit. But where do we begin to pipeline these authentically diverse teams of the future?


The recent Airbus and GEDC Award for Diversity, for example, is one initiative that is successfully addressing the need for innovative solutions to promote the issue of authentic diversity. This annual award ... seeks out and rewards schools, universities and other bodies that are striving to promote diversity within the engineering sector. The hope is that, by recognising and celebrating these schemes, the sector will better reflect the communities it serves in the longterm.

The winner of this year’s award illustrates not only the fact that there is movement in the diversity argument, but that new approaches can yield impressive results. Marita Cheng is the founder of Robogals Global, an initiative designed to inspire girls aged 10-14 to choose engineering and technical careers, and to create a global community of engineering students committed to the cause of greater diversity.

Through a varied programme of workshops, training, student challenges, a Robogal Ambassador project and dedicated outreach to rural and regional areas, Robogals has so far reached more than 20,000 girls worldwide, through a largely volunteer workforce of university students. In six years, it has grown from a single university chapter to an international organisation.

It has never been clearer that quotas are not the complete answer for creating a socially-representative workforce. The new era of diversity management relies on us recognising and rewarding inspirational strategies that not only promote diversity, but also encourage the organic development of well-rounded, socially diverse teams.


For access to Sue’s full reflection and tangible results of the aforementioned award, visit: