0:37
Let me introduce her really quickly and then we’ll bring up bring her up on stage. Catherine came words passionately to provide senior executives with the hottest content and insights in the areas of digital data analytics information, business development, and innovation. She hosts and moderates Corinium’s largest events as well as the business of data pop. Please welcome Catherine cane. Sophie. Hello, how’s it going? It’s going, how are you? I’m good. I’ve got a bit of a cold. So I’m going to apologize now to everyone that I sound a bit funny. It’s not just the British accent. It’s a bit of a cold as well. But thank you for having me today. Yeah, you’re welcome. This is so great. And sorry to keep you waiting in the green room. I know we get super excited some of our speakers and audience had such great questions and so we went a little over time. But I’ll add your deck to the screen. And take it away. Amazing. Thank you. No, I was absolutely floored. All things sustainability. Definitely. An area of mine for sure. But you gave me a fantastic interest. I’m not going to spend too much time expanding on what I do. But yes, I do. Look after our video content and some of our audio content as well as podcasts as you mentioned that I do get to moderate lots of events. And it’s great to be with you today. And I can see the comments below so if you do have any questions do pop them in but I know we’re gonna have a bit of time in the end if you do have any questions. So today I’m going to talk you through across the last year within the business of data, how we have been elevating voices within data and analytics and making our content more inclusive and therefore competitive. But I think probably best is if I start outlining a bit more about who we are. So you have a bit of context. So Corinium is a successful conference and event company holding portfolios and data analytics, information security, and AI. We have hundreds of people all around the world, generating multi-day conferences through to customer intimate round tables. And then the business of data is our data and analytics platform where we host our content. So this is where the podcast lives. We have report articles, blogs, you name it, we’ve got it. That’s where and then over the last year whilst we’ve been forming the basis of data we’ve been on a bit of ambition to ensure that we create amazing content where we elevate all voices within the community and do so lucidly. Now we’re going to take a moment to pause here and say, Are we perfect? Absolutely not alike. And then diversity. Inclusion is a journey. Not a destination is always more than doing and I’m sure everyone in the audience will agree that there’s always more that can be done. But today, I’d like to talk through what we have achieved so far, and how we’ve done it. And the case studies I’m going to share with you today diversity. However, joining us here today, I do believe that the learning points in the data governance privacy ethics, I know we’ve already spoken about today. So I’m going to be picking all three examples in your interest of time otherwise, I could go on and on about drawing three foundations for you to do the same thing in your organization. Hopefully, you can take something from this little talk here today and start implementing it in your organization. Now, before we do that, I just want to center us and talk a little bit about why we’re doing this. Now in the previous talk that I’ve mentioned, ROI and all those things. I think it’s important that we discuss why we ought to be doing things now. Obviously, the first reason is that it’s good to do good. But at the end of the day, there are so many good things that businesses can do. So why should you do this? I mean, again, we’re talking about sustainability another fantastic thing, but in my beliefs, diversity and inclusion are absolutely fundamental to continue business revenue. If all content was generated by people who all look the same, from the same background perspective, we’d only be serving a segment of our community. And to be honest, the content would just be boring, but having a wide range of perspectives that allows us to generate competitive content, and in return that brings revenue because all partners want to be part of great content. So as you can see, by being inclusive by being diverse, we’re creating stuff. So just as practitioners yourselves can develop models with the best we can generate better content.

5:41
Now I know and I’m gonna put it in here, that maybe some people do need to supplement that diversity and inclusion can be regarded as a soft, fluffy topic. But more and more organizations are waking up to realize that they really are leaving money on the table. When they leave discussions. So now we know what we’ve been up to. So let’s start with those case studies. So the first is our leading female executive monthly discussions. So these are in the form of LinkedIn live sessions each month, a group A-C suite, and senior females gather to discuss a hot topic. So so far, we’ve covered cloud AI, data, culture data for good and so many more. We just recently had our anniversary and since we’re doing this for over a year now. And you can watch these on LinkedIn live or you can pop over to the data platform. Now, you’ll notice that I really, there’s no mention of being a woman and apart from our special International Women’s Day discussion, we don’t expect our panelists to segment themselves and talk about their gender and their role at work. Rather Our aim is to elevate the voices, providing a platform and visibility to others of these amazing executives to their goals and experience. Now, this is what I would call diversity inclusion in action rather than words. Now, I’m going to say of course there is absolute merit in the discussion but how women experience the world differently in our community. But so so much of a believer that it shouldn’t be the topic that we are invited to speak on as well. So what are the outcomes of this activity? Well for these women, they told me that process participation, participation has meant the best and a great opportunity to discuss interesting features of consultants and say, Hey, what’s interesting to you at the moment, and they tell us now, one of the things that I’m proud to say and I’m fairly confident in saying one of the items has been to provide an example of amazing real-life examples of women in very, very senior roles, some of the world’s best-known brands, absolutely succeeding in their careers. Now, this is a break from the traditional image of what a data analytics leader looks like. And I’m really, really proud to be part of that. Now, this work is so important as you know, it’s important to show the talent market what is out there because we know that diverse talent is required in order to overcome some of the biggest challenges that our world faces today. So biases mentioned in the conference already, we are not going to overcome some of these challenges if you do not have a diverse talent pool in the room solving. So that’s the first example. Now the second example I’m going to give you today is our 30. Leaders under 30 report. This was pioneered by our head of European marketing. Earlier this year, we launched this nomination process. It was the first one we got it done segmented by age. The idea behind this was to shed a light upon the leaders of the future experiences which will be unique to the audience we primarily cater towards. And again, it’s important to do this work. Because the primary audience that we do serve is senior executives. And naturally, that means an older cohort. But providing a project like this, to generate perspective and understand what’s next in the generation of leaders who are coming up. What are they doing to make the community better, what are they skilling selves up to be? And what was really interesting is throughout this project and process, it was really clear that a big part of these people’s success, the top 30 all had something in common. And that was taking advantage of mentorship. So one of the things we did was create a community shout feature in our weekly pay stream, which we do every Friday where people can come up to the virtual stage and show what they’re doing. So lots of people use this to shout about a job opening or looking for a job. Others use it to show by posting on LinkedIn, they want some support. But we really encourage people to say that they’re looking for a mentor, that they are themselves open to mentorship because we know the leaders of the future in order to again have that diverse leadership that we really, really, really require that we know that mentorship is a huge part.

10:19
Now the final example I want to get today is a little bit different from the other two, this is more the inclusion side than the diversity side. And this was born out of a chat between myself and our Head of Marketing Global Marketing Officer. We were discussing over a coffee at one of the studios recording our business data festival. how so many people consume content in a different way since the pandemic and I happen to mention recently that I took up listening to audiobooks personally I struggled to retain information Les Brown in a long written format, podcast video interview, or audiobook. So at that moment, we came up with the idea of having someone voice-over and an upcoming report to provide a different way of consuming our written content and for it to be more accessible. Given the industry rise in podcasting. To be honest, our own podcast success, we felt that this was a pretty good idea to at least try. And the results have been really interesting for this first attempt. It’s something we definitely want to repeat in the future. And it’s given us a new chance for our audience to engage with us in a new way they haven’t been able to before and something I mentioned at the start. It’s also given us that chance to be competitive. Although podcasts are incredibly popular, not too many people are producing audio reports in the data analytics space. So by being inclusive with being competitive, in turn, that was rapidly so just from those three examples, I chose three out of the many because I thought they weren’t they were really really good examples of what we’re up to. So what can you take from these case studies and apply them to yourself so there are a few key things that I think are really fundamental for elevating voices? And again, I’d love our audience members here today to be thinking about their own organization’s own departments, their own communities, how you can make sure you are being as inclusive, inclusive as possible, encouraging diverse audience participation, speakership, whatever is your how you can do it. So the first big challenge is infrastructure. One of the biggest pain points of our community is not having the knowledge of where to participate within that passion. Infrastructure is so so key. So because we have a monthly discussion, many women have contacted me asking if they can participate in the leading executive panel or they want to be regular audience members, or can you send me a calendar invite because they believe in what we’re trying to achieve by elevating female voices organically. Now, this is what I alluded to earlier, but I really want to hear that you really start to attract people based upon your action values. Your action is so crucial. So whether that is a forum, a discussion, a committee, advisory board, whatever it is, there needs to be a level of infrastructure where people can come and live out their values with you. So I get I keep saying it, but this doesn’t have to be diversity and inclusion. This could be, for example, take ethics, ethical AI to talk about that. Why not create a monthly forum where you can get together and chat about the concerns the opportunities, excitement, challenges confirm arrange of guests, get involved, encourage discussion, but most importantly, have a place where that discussion can occur. There is a massive difference between a company that’s concerned about diversity and inclusion, and a company that actively provides a place to hear those concerns. So that’s the first one. The second is naturally this type of work also prompts people to talk about your organization. Now, this is great for recruitment, but it’s also great for networking introductions. So I’ve had many leaders request to be a guest on the business of data podcast on the back of listening to episodes with liking data, or my skin my story. Now, these haven’t always led to another diversity and inclusion discussion. It’s just that their personal values align to what business actions are that they can say, Yes, I want to be part of that story. And whenever it comes to brand awareness, I always think of an old friend of mine who said, the media doesn’t know if I take you haven’t done it. And I absolutely believe that’s not cool. It’s all well and good doing these activities in cycles and eternity. But unless you spread the awareness, the good stops that it can’t go any further. So as I mentioned earlier, we’ve had introductions to other leaders, people nominating themselves to get involved, and just general gain and positive sentiment, which all enables us to continue doing the work we’re doing because it’s like a chain reaction that everyone wants to get involved.

14:56
And then the last thing, which I think is just on every single slide deck ever of any team trying to get something which is having champions, it’s absolutely crucial. Now, I’m a firm believer that we work with championships shouldn’t go to one person all the time, but it is so so important that you identify who is really passionate about this and then support them. You can’t just identify them and say who’s passionate, you have to support them internally and externally as well. And again, you can use any topic here so whatever it is that you’re trying to push forward, find those champions, high-security ethics, governments, whatever it is you’re trying to achieve. Find those champions. Now I have to do a shout-out to our senior leadership team who have always supported our initiatives towards elevating voices and data analytics. Whatever I do is we come to them. They say run with it, do it, experiment with it, which is such a fantastic place to be because, without exception, you have a lot of passion and notice. And again, that goes back to the challenge around not having infrastructure and not being able to do it. So I’m going to wrap up very shortly, but my final words would be don’t be afraid to be passionate. It attracts other people to you. provide a place for that passion. Don’t go keeping it to yourself, spread the message and reinforce your champions with resources and support. Now the last thing I will say is if we’ve got any questions that have come in, the last thing I’ll say is we are we’re just about to end nominations for the top 100 global leaders list, but you can still get yourself and that will be a huge celebration for everyone. If you’d like to. Yeah, sure. Thank you, Katherine, this was awesome. I loved all your examples. Thank you for sharing the idea to see this record. I think that’s someone from the premium team, but it’s a great idea to see this report, Katherine, and how the 30 130 leaders are seeing the importance and benefits of mentorship and becoming mentors themselves. Yeah, one of the questions I get quite often on this topic is what we’re so lucky to have and not everyone has. What do you do if you don’t have executives? And I think it’s, it’s demonstrating the value it provides in a sense of being competitive. So as I mentioned, with the report with the audit report as well, it’s about staying well, if we go the extra mile we do these things, we’re going to be competitive, and it’s going to be advantageous to that ROI, which is today we’re all businesses really really care about. So it elevates voices it does that. That’s the human good, but it also helps for money as well. Yeah, I loved your spin on the report. Putting it in an audio form, right? I mean, we are all trying new things. And I know that when we are either active or doing things then we can behave still the auditory things going so we listen to Apple or I think that’s a great spin. And I also agree to be a marketer, lifelong marketer myself, I agree with you, the media doesn’t know it, then you’re not done enough, right. It’s great to be a champion within the company, but sometimes you have to champion it outside of the company also. And also I think that helps to bring stakeholders on board sometimes because sometimes they are not convinced of the idea themselves, but when they see the need and the enthusiasm outside then they are convinced that this is a good idea. So show them instead of data always speaks volumes. So that 100% I mean, it’s statistics like the fact that it’s something crazy like 95% of mobile users don’t listen to the video with signed on, they watch it but it captures because perhaps they’re in the office looking at their phone or should be meeting.

19:15
There’s an inclusive comment that we have captions on videos for the deaf community and hard of hearing, but actually is the statistic that the majority of our community are watching videos without captions goes through. It’s absolutely behind. It does need to be data-driven. And if it takes that statistic to be the one that pushes the budget over the edge so that you can get captions on your video, then that’s what you need to do. Sometimes you need to think outside the box and it goes back to my earlier comment about diversity and inclusion being seen as Fluffy, fluffy topics. So it doesn’t need to be recombined with different kinds of what still get the same result. You don’t have to always put it under the inclusion. It can be under the marketing banner can be under the engagement value, whatever it needs to be the results. One last question for you, Katherine. I know we have great participant three questions. Quick question for you had executed by and but what do you advise? Yeah, okay. So I think you already answered that question. Yeah. So that one comes in. It’s such a common one. And I think it relates to my earlier there are so many organizations that are waking up to this, but I do feel very sorry for those who are still in those organizations who perhaps haven’t quite woken up. But I do think the pandemic will have worked wonders for thinking outside the box and those organizations who, who perhaps couldn’t get on board with nontraditional thinking, if you want to call it that, I think so. Yeah. Katherine has access to that from undersea. Absolutely, exactly. Very much so and then you can get definitely go down the path of translation as well with captions allowing people who aren’t speaking the same language and we do this within the cranium and some of our Brazil and Mexico based events where you can join in and you can have an English speaker speaking to a Spanish speaking audience and do all those fun things. So again, really proud of where I do really champion this going forward. Thank you. It has been a pleasure to catch Okay, thanks so much.