Tech Talk: Intersectionality & Redefining Representation For Lasting Change

Our recent LinkedIn live on Diversity, Equity, Inclusion and Belonging (DEIB) brought together three inspiring voices who are helping shape the future of workplace culture. The event was hosted by Francesca Pollard, Principal Consultant and DEIB Community Founder & Advisor at Cavendish Professionals, and featured Ibtehal Hussein, Global Talent Acquisition Team Lead (Tech) at HelloFresh, alongside Sarah Moritz, Assistant to VP Services & Solutions, CX & Care at MediaMarktSaturn.

Together they explored what it truly means to build inclusive environments where everyone feels seen, valued and empowered to thrive. Through personal stories and professional insights, the speakers shared how organisations can move beyond symbolic gestures and embed DEIB into the heart of their culture.

Beyond Gender: A Holistic View of Diversity

Francesca opened the discussion by emphasising that meaningful DEIB initiatives must go far beyond gender balance. She explained that true inclusion encompasses race, neurodiversity, LGBTQIA+ identities and other underrepresented groups.

Drawing on her eight years of experience in technology recruitment, Francesca highlighted the importance of community engagement and inclusive hiring practices. She stressed that diversity is not just about representation, it is about creating spaces where all individuals feel they belong and have the opportunity to succeed.

Challenging Outdated Hiring Practices

With over 17 years of experience in talent acquisition, Ibtehal Hussein shared her perspective on evolving hiring strategies to meet the needs of today’s global workforce. Having worked across the Middle East and Berlin, she discussed her mission to challenge outdated recruitment practices and empower women in business and technology. She went on to emphasise the importance of data-driven approaches to DEIB, carefully balanced with privacy considerations, particularly in the European market. For her, equity means ensuring that every individual has the tools, support and access they need to thrive, not just to be included.

Intersectionality: Understanding Overlapping Identities

Sarah Moritz brought a deeply personal and powerful perspective to the conversation. As a gay Black woman and breast cancer survivor, she shared her journey of co-founding PRIDE@MMS at MediaMarktSaturn and her ongoing commitment to creating spaces where people can bring their authentic selves to work. She spoke about intersectionality and the way multiple aspects of identity, such as race, gender and sexuality, intersect to shape experiences. She reminded the audience that representation is not symbolic; it is essential to building equitable workplaces and that belonging is not a corporate buzzword but a shared responsibility grounded in empathy, respect and consistent action.

Creating Belonging in Global Teams

The discussion then shifted to what belonging looks like within global and multicultural teams. Sarah reflected on her experiences adapting to new countries and cultures, highlighting how initiatives such as monthly spotlight series and inclusive book clubs at MediaMarktSaturn have helped build genuine connections among teams.

Ibtehal added that belonging should be measured both quantitatively and qualitatively, using metrics alongside personal stories and feedback. While data provides valuable insights, she noted that lived experiences reveal the deeper truths about inclusion and belonging that numbers alone cannot capture.

From Symbolism to Systemic Change

All three speakers agreed that achieving meaningful DEIB outcomes requires systemic change supported by leadership accountability. Francesca guided the discussion towards the importance of embedding DEIB principles into everyday decision-making, ensuring that inclusion becomes an integral part of business strategy rather than a side initiative.

Ibtehal proposed forming promotion committees to audit diversity in career progression and recommended developing new metrics to measure the tangible impact of DEIB work beyond traditional KPIs.

Sarah shared examples from MediaMarktSaturn of how inclusion is woven into the culture year-round through storytelling, leadership visibility and programmes that celebrate authenticity and allyship.

Moving Forward: Turning Insight into Action

The session concluded with several actionable next steps to maintain progress: introducing profile card workshops to encourage empathy and perspective-taking, refining DEIB impact metrics and expanding monthly spotlight initiatives to elevate diverse voices across teams.

Together these insights reflect a shared vision of workplaces where diversity is celebrated, equity is practised, inclusion is intentional and belonging is deeply felt, every day by everyone.

Interested in hearing how we can help support your talent needs? Head over to our contact us page, or for specialist DEIB hiring, reach out to Francesca Pollard, DEIB Community Founder & Advisor/Principal Consultant specialising in the DACH region.