{"id":9349,"date":"2025-10-15T12:25:59","date_gmt":"2025-10-15T12:25:59","guid":{"rendered":"https:\/\/sr2rec.com\/?p=9349"},"modified":"2025-10-22T14:53:13","modified_gmt":"2025-10-22T14:53:13","slug":"women-rock-live-why-inclusion-starts-with-leadership","status":"publish","type":"post","link":"https:\/\/sr2rec.com\/de\/women-rock\/women-rock-live-why-inclusion-starts-with-leadership\/","title":{"rendered":"Women Rock Live: Why inclusion starts with leadership (not lip service)"},"content":{"rendered":"\n

Last month, we hosted our first Women Rock Live<\/a><\/strong> event at our London home, The Ministry.<\/p>\n\n\n\n

Born from seven years of championing women and underrepresented talent in tech, the goal was simple: to create space for honest conversations about what workplace inclusion really<\/em> looks like.<\/p>\n\n\n\n

The panel featured three women who\u2019ve each carved out their space in industries that still lean heavily male:<\/p>\n\n\n\n

Vanessa Albarran<\/a><\/strong>, Delivery Lead at Selfridges, who\u2019s seen everything from New York law firms to London tech teams and knows exactly how leadership styles have to evolve.<\/p>\n\n\n\n

Eleana Sklaveniti<\/strong><\/a>, Data Engineering Manager at Apollo, who\u2019s building safe spaces in one of the most traditional corners of tech: insurance.<\/p>\n\n\n\n

And Alice Cheung<\/a><\/strong>, Software Engineering Manager at Benifex, who\u2019s worked across finance and technology and isn\u2019t afraid to call out the hard truths about representation and design bias.<\/p>\n\n\n\n

It was an open, funny, sometimes uncomfortable conversation that ultimately circled back to the same question: what does leadership look like when it\u2019s genuinely inclusive?<\/strong><\/p>\n\n\n\n

Here\u2019s some of our key takeaways from the night.<\/p>\n\n\n\n

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1) Redefining leadership: calm > loud<\/strong><\/h3>\n\n\n\n
<\/div>\n\n\n\n

The panel didn\u2019t tiptoe around it \u2013 the \u201cshouty sergeant\u201d style of management still shows up in tech and finance.<\/p>\n\n\n\n

Alice recalled how, under pressure to get a proposal in on time, a colleague once missed a submission deadline by a minute. \u201cI knew what my old CEO would\u2019ve done,\u201d she said. \u201cHe\u2019d have screamed.\u201d<\/p>\n\n\n\n

But she took a breath, stayed calm, and reassured her teammate instead. A few years later, that same person came back to thank her for handling it with kindness \u2013 proof that calm leadership sticks longer than fear does.<\/p>\n\n\n\n

Vanessa\u2019s line summed it up best: \u201cYour response you can control, no matter how hard it is. You have to keep your calm and even tone. Nobody can shout against that.\u201d<\/p>\n\n\n\n

Rather than tone policing women, it\u2019s about owning your composure so the message lands<\/strong>. When leaders show vulnerability, admit nerves, or simply model basic empathy, it gives everyone else permission to do the same.<\/p>\n\n\n\n

As Eleana put it later in the discussion: \u201cPeople were scared to say \u2018I\u2019m nervous\u2019 or \u2018I\u2019m hormonal.\u2019 Now I talk about it openly \u2013 and suddenly everyone else does too.\u201d<\/p>\n\n\n\n

Psychological safety isn\u2019t about making everyone comfortable all the time. It\u2019s about trust \u2013 the kind that lets people tell the truth, admit mistakes, and still want to come back tomorrow.<\/p>\n\n\n\n

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2) D&I goes beyond gender: the neurodiversity edge<\/strong><\/h3>\n\n\n\n
<\/div>\n\n\n\n

Too often, conversations about diversity are limited. Vanessa challenged that. For her, neurodiversity isn\u2019t a side topic \u2013 it\u2019s one of the biggest untapped strengths in modern teams.<\/p>\n\n\n\n

\u201cYou hear a lot less about it than gender or sexual diversity,\u201d she said, before reading out a definition: \u2018Someone who is neurodivergent behaves, thinks and learns differently compared to those who are neurotypical.\u2019<\/p>\n\n\n\n

She talked about working with colleagues with ADHD, dyslexia and autism, and how their different wiring actually drives better delivery. \u201cThey see things we\u2019d never think of. They imagine all the weird permutations that make or break a website.\u201d<\/p>\n\n\n\n

It was practical too. At Selfridges, she explained, employees can tag their communication needs internally \u2013 things like \u2018I need clear instructions\u2019 or \u2018I\u2019m bad with time, please remind me twice.\u2019 Ten years ago, that would\u2019ve been labelled lazy or difficult. Now, it\u2019s just information.<\/p>\n\n\n\n

The takeaway was simple: diversity doesn\u2019t stop at hiring decisions;<\/strong> it\u2019s how you help people work their best way when they\u2019re in post. \u201cYou stop asking, \u2018Why can\u2019t they?\u2019\u201d Vanessa said. \u201cAnd start asking, \u2018How can they?\u2019\u201d<\/p>\n\n\n\n

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3) The price of exclusion (and why it\u2019s not abstract)<\/strong><\/h3>\n\n\n\n
<\/div>\n\n\n\n

Inclusion isn\u2019t just a moral issue, it\u2019s a critical design one. <\/p>\n\n\n\n

When certain bodies, voices, or experiences are left out of the design process, things stop working for the people they\u2019re meant to serve. Sometimes, that gap is inconvenient. Other times, it\u2019s dangerous.<\/p>\n\n\n\n

Alice illustrated it perfectly with one brutal example from car safety testing. \u201cIn 2011,\u201d she said, \u201cwomen wearing seatbelts were 47% more likely to get a permanent medical injury in a crash. They re-did the study in 2019, and it went up to 73%.\u201d<\/p>\n\n\n\n

Why? Crash-test dummies are still built to represent the \u201caverage male body.\u201d Even when prototypes \u201cimproved\u201d safety for men by 70%, they made injuries for women worse<\/em> by 13%. <\/p>\n\n\n\n

And 63% of car buyers in America are women.<\/strong><\/p>\n\n\n\n

When teams aren\u2019t diverse, their blind spots become design flaws. And sometimes those flaws have consequences measured in human injury, not market share.<\/p>\n\n\n\n

Or as Alice put it: \u201cIf 50% of the population is treated as a minority, what hope does anyone else have?\u201d<\/p>\n\n\n\n

<\/div>\n\n\n\n

4) If it doesn\u2019t exist, create it<\/strong><\/h3>\n\n\n\n
<\/div>\n\n\n\n

Eleana’s story pulled the conversation from frustration back into agency. Working in insurance \u2013 \u201cone of the most male-dominated industries imaginable,\u201d as she put it \u2013 she went looking for a community of women in her field.\u00a0<\/p>\n\n\n\n

Nothing. No LinkedIn groups, no networks.<\/p>\n\n\n\n

\u201cSo I just made one,\u201d she shrugged. \u201cWhy am I waiting for someone else?\u201d<\/p>\n\n\n\n

That DIY spirit runs through how she leads, too. She mentors women inside and outside her company, taking them to events so they don\u2019t have to walk in alone. \u201cSix or seven years ago, I wish I\u2019d had someone do that for me.\u201d<\/p>\n\n\n\n

The group she built isn\u2019t a formal programme. It\u2019s a community for friendship and visibility \u2013 both of which keep women in industries that often lose them. <\/p>\n\n\n\n

It\u2019s also the clearest example of what this whole event was about: don\u2019t wait for permission to make inclusion happen. Just start.<\/strong><\/p>\n\n\n\n

<\/div>\n\n\n\n
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<\/div>\n\n\n\n

Join the community<\/strong><\/h4>\n\n\n\n
<\/div>\n\n\n\n

We’ve already showcased over 200+ incredible stories around ED&I in tech – check them out.<\/strong><\/a><\/p>\n\n\n\n

If you have a story to share, we want to hear it! Drop us an email at hello@womenrock.tech<\/a>.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"

Last month, we hosted our first Women Rock Live event at our London home, The Ministry. Born from seven years of championing women and underrepresented talent in tech, the goal…<\/p>\n","protected":false},"author":13,"featured_media":9583,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[9,175,186],"tags":[],"sp_smart_badges":[],"class_list":{"0":"post-9349","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-events","8":"category-sr2-news","9":"category-women-rock"},"acf":[],"yoast_head":"\nWomen Rock Live: Why inclusion starts with leadership (not lip service) - SR2 Recruitment Group<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/sr2rec.com\/de\/women-rock\/women-rock-live-why-inclusion-starts-with-leadership\/\" \/>\n<meta property=\"og:locale\" content=\"de_DE\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Women Rock Live: Why inclusion starts with leadership (not lip service) - SR2 Recruitment Group\" \/>\n<meta property=\"og:description\" content=\"Last month, we hosted our first Women Rock Live event at our London home, The Ministry. 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