Event recap: Tech Talk DEIB – Leading with Inclusion: Strategies for Engineering Leaders

In today’s evolving tech landscape, leadership isn’t just about output. Our recent DEIB Tech Talk – Leading with Inclusion: Strategies for Engineering Leaders, brought together a powerful panel of voices to explore how engineering leaders can shape more inclusive, equitable, and psychologically safe environments.

Our very own DEIB advisor and principal consultant, Francesca, was joined by 5 engineering leaders to create a conversation about how DEIB can be integrated into leadership within the digital engineering industry. Our panel featured an inspiring group of leaders who are driving real change in tech. Each panellist brought unique experiences and insights to the conversation:

Francesca Pollard – Principal Consultant & DEIB Advisor – Cavendish Professionals

Davide Barbuto -Senior Engineering Manager – Immersive

Hanna Böhm – VP of Engineering – Eyeo

Verónica Olmos González – Engineering Manager – CoachHub

Dipti Dhawan -Engineering Leader – Independent Consultant

Ana-Maria Kadar – Engineering Manager – GetYourGuide

Being an Inclusive Leader

Ana-Maria opened the session with a powerful personal story about how she became the first female leader in her company, and how she navigated the self doubt that followed. She now aims to ensure that her team never has to face the same internal battles. Ana-Maria champions inclusive practices in everything from language to leadership culture, challenging gendered job descriptions, recognising religious sensitivities, and committing to continuous self-education. Her go to resources include books and podcasts. Her call to action resonated across the panel: Acknowledge harm, correct it, and commit to change. Hana followed, sharing that she works in a company with 15 female leaders, a powerful testament to change in action. She’s adapted to her environment and now focuses on raising visibility for women in leadership, ensuring others see themselves represented at the top. Francesca closed the segment with a reminder that inclusive leadership is emotionally intelligent leadership. It’s about creating psychological safety and building trust, one action, one conversation at a time.

Creating Psychological Safety

Psychological safety was a major theme of the talk, how do leaders create it, and why does it matter? Hana shared that safety starts with vulnerability. By admitting mistakes, asking for help, and encouraging openness, leaders show their humanity, while creating a space for others to do the same. She also emphasised the importance of non-work conversations as trust building tools. She said mistakes in language are okay, but what matters is that you try. Dipti added a practical perspective on the importance of reflective communication. Taking time to think about how you speak and contribute helps you internalise growth and show up better next time. Veronica highlighted the importance of self-awareness, knowing your own limits so you can create space for others to thrive.

Inclusive Hiring, Upskilling & Mentoring

Inclusion doesn’t start on day one of a job. As Veronica noted how inclusion starts at hiring. She called out long, convoluted processes that disadvantage underrepresented groups and advocated for fairer, streamlined systems. For example, sharing interview questions in advance can help candidates prepare and show their true potential. She also noted how introverts often struggle to speak up in performance reviews, encouraging the use of achievement logs to track progress. Veronica also reframed mentorship as a dynamic, active role: “Mentorship isn’t just advice. It’s advocacy, especially when your mentee isn’t in the room”.

Supporting Leadership Growth

Inclusive leadership also means challenging how we define leadership potential. The panel stressed looking beyond CVs, recognising strengths rooted in lived experience, and speaking up for others’ talents. Allyship and sponsorship are vital ingredients here, actively supporting someone’s growth, even if they don’t ask for it. Crucially, leaders must remain open to learning from those with different lived experiences, especially from underrepresented groups.

AI’s Role in Inclusive Leadership

Dipti introduced a thought provoking discussion about AI being a tool and not a replacement for inclusive leadership. She said AI can assist with structure, tracking, and even performance review support. But it can’t build trust, read emotions, or create human connection.

Mindsets for Inclusive Leadership

The final segment focused on mindset and how leaders can cultivate the inner awareness needed to lead inclusively. Davide spoke about the power of self-awareness, understanding how your environment and nervous system influence your reactions. Hana encouraged leaders to lead with curiosity, asking questions instead of making assumptions. Dipti reminded us that vulnerability not only connects us to others, but also reveals our unconscious biases, she said that leaders are the people who have the power to shape more inclusive environments. Ana-Maria echoed this with a final reflection – knowing your strengths and weaknesses allows you to lead more authentically.

Final Thoughts

The talk closed on a clear message: Psychological safety makes vulnerability possible, and vulnerability fuels progress. Inclusive leadership isn’t a destination, it’s a practice. One rooted in reflection, curiosity, and the courage to show up human. As engineering leaders, that’s the most powerful tool we have.

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