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Webinar tip · 22 October 2026

Diversity programmes can backfire

Separate development schemes for under-represented groups can create 'othering'. Build inclusion into the mainstream programmes instead.

Claire HarveyVodafone

Claire Harvey of Vodafone described inclusion as a bit like Fight Club: the first rule is don't talk about diversity. The point is a serious one.

The othering trap

A common response to under-representation is a separate development programme for the groups concerned. Harvey said that, done carelessly, this creates 'othering': colleagues start to see the talented people from the main recruitment route, and the diversity people.

People who join that way can then struggle to thrive, because others have already formed a view of them. In Harvey's words, talent is everywhere. It's opportunity that is not.

What to do this week

  • Review any separately branded programmes: how are their participants described and perceived?
  • Make your mainstream development programmes accessible to everyone instead.
  • Co-design changes with your employee networks rather than launching them from the centre.
Read the clip transcript

for me, inclusion is a bit like Fight Club. The first rule about inclusion is don't talk about diversity. And what we've found is I think like a lot of organisations, and I certainly have been responsible for this historically and then learned better, is let's have lots of programmes. Let's put these groups who are underrepresented on development programmes. And actually, if you don't do that really carefully, a couple of things happen. One is you create an othering. So people see, oh, here's the talented people that are coming through the recruitment process. Oh, and here's the diversity people. And they're not seeing the talent in the diversity. And actually, you find that those people, they come into the organisation but they don't thrive because people already have a view of them. talent is everywhere. It's opportunity that is not.

From the webinar · Jun 2021

Building a Sustainable DE&I Talent Strategy

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