Isabella's Insights: Reflections on Her Journey as CSA's Consultant Support and Advice for Young Professionals

Bella reflects on her time at Charlotte Sweeney Associates, sharing what drew her to the role and how it expanded her understanding of diversity work. She offers advice for young professionals and explores how Generation Z can influence the future of work, particularly around inclusion and sustainability.

What attracted you to work for a DEI-focused consultancy in the first place?  

After completing my Masters in Gender Studies, I was determined to join an organisation that promotes social equality — I wanted to feel like I was making a difference, even on a very small scale. My studies ignited an interest in intersectionality, which naturally drew me to DEI-focused work, where I could develop my skills and expand my knowledge in a professional setting. The beauty of working within a DEI consultancy, like Charlotte Sweeney Associates, is that it provides exposure to a range of sectors and clients. I was also excited to be surrounded by industry experts within the DEI space, from whom I could learn so much. 

Did this role challenge any of your previous perceptions about DEI work? If so, how?  

Previously, I thought DEI work primarily focused on gender, race and sexuality, specifically in relation to unconscious bias training. However, I now know it encompasses so many more areas. One day, I could be writing about psychological safety in the workplace; another day, conducting research for a company's DEI strategy and the next, designing eLearning slides on allyship. I have learned that working in a DEI consultancy offers endless avenues for exploration and opportunity, as no two clients are ever the same. Additionally, while I had touched on neurodiversity and disability during my studies, I had not fully considered the importance of accessibility in a professional context — areas that are finally gaining the attention they deserve. 

What’s one piece of advice you’d give to other young professionals considering a role in DEI? 

One piece of advice I would give is to welcome every opportunity to learn. There are continually new and emerging trends, offering endless chances to expand your knowledge on various topics and issues. Absorb everything you can from your colleagues and attend webinars/talks on the latest industry research. 

If you could describe your time here in three words what would they be?  

Insightful, Dynamic and Motivating.

In what ways do you think Generation Z will influence the future of work, particularly when it comes to issues like diversity, inclusion, and sustainability?  

I believe flexibility is crucial for Generation Z employees. Many of us experienced disruptions to our education (whether in school, college, or university) due to the COVID-19 pandemic, which led to the widespread introduction of remote and hybrid teaching models. Arguably, during this time, younger generations learned the importance of work-life balance, and prioritising both physical and mental health. Whilst most organisations have maintained flexible policies since the pandemic, some have reversed or publicly rejected this approach. According to TalentLMS, over 80% of Generation Z professionals value flexibility in when and where they work. As more Generation Zs enter the job market, flexibility will become a non-negotiable, paramount for recruiting and retaining younger staff. 

Although there has been recent media attention questioning how 'woke' Generation Z really is, I would argue that, on balance, this group continues to spearhead and disseminate diversity and inclusion issues within the digital space. For instance, as Forbes reported in 2020, Generation Z led the Black Lives Matter (BLM) movement, particularly by harnessing social media. The use of hashtags, captions, comments and the ability to repost and share content enables us to transcend time and space, informing communities globally about social injustices and inequalities. Indeed, much of this social media attention put pressure on corporate companies to reassess their workplace cultures and formulate DEI strategies in the wake of BLM. Generation Z employees have the power to continue influencing DEI policies and processes, which I believe will increase as they grow in confidence and find their voice within their organisations. 

Likewise, sustainability is a critical issue for the planet's future and increasingly becoming a responsibility for younger generations. Sustainability is at the forefront of many Generation Z minds in their everyday habits and decisions, whether it’s recycling, going paperless, ordering from ethical brands, or eating eco-friendly food. As the World Economic Forum highlights, research suggests that 'Generation Z shows the most concern for the planet’s wellbeing and influences others to make sustainability-first buying decisions.' Considering this, Generation Z will play a crucial role in supporting companies' sustainability goals, and perhaps even encourage the expansion of their efforts.