Braam Joubert, Mediclinic Southern Africa’s Chief Finance Officer, explains why leadership supports the journey towards a more diverse and inclusive company.
Why is the Diversity & Inclusion (D&I) journey so beneficial for the company? And why is it key that top leadership is involved?
D&I can contribute to better outcomes in an increasingly diverse and globalised world. We serve customers of various cultures, races and genders, and by having employees from those different backgrounds and cultures, we can better understand the needs of our customers and service them better. We will also be able to solve problems more efficiently by having different views of a solution. A diverse workforce brings a broader range of skills, talents and your experiences in life. I learnt I should challenge any preconceived opinions or ideas that re- strict me in the way I think and act.
Are there any personal lightbulb moments you can share?
I always thought I was an open-minded thinker, that I embraced the inclusion of all my team members (everyone is welcome to share their opinion) and did not discriminate against anyone. But when it comes to full inclusivity and diversity, unintentional behaviours can make someone feel excluded.
It is the small things, such as talking in your home language before a meeting starts, joining a group of colleagues who speak your language during tea breaks, or eating lunch with experience to the table. It is important that top leadership is involved as the leaders of a company set the tone and direction for the entire organisation. It’s all about leading by example.
“Transformation ensures we optimise our internal resources.”
Braam Joubert, Chief Finance Officer, Mediclinic Southern Africa
As an Exco member, what engagements have you had around D&I?
I have been involved in various workshops, information-sharing sessions and discussions around D&I. Each time I was sur- prised how much I still had to learn and grow around D&I. Everyone has blind spots and if you are not made aware of them, you will continue as usual. Your thinking and behaviours are shaped by your experiences in life. I learnt I should challenge any preconceived opinions or ideas that re- strict me in the way I think and act.
Are there any personal lightbulb moments you can share?
I always thought I was an open- minded thinker, that I embraced the inclusion of all my team members (everyone is welcome to share their opinion) and did not discriminate against anyone. But when it comes to full inclusivity and diversity, unintentional behaviours can make someone feel excluded.
It is the small things, such as talking in your home language before a meeting starts, joining a group of colleagues who speak your language during tea breaks, or eating lunch with the same people every day. Being fully inclusive is not only when you do official Mediclinic work.
How has this changed the way you think?
I think the worst thing you can do is to assume that you don’t have to change – and that it is other people who have to catch up. I think everyone can contribute to a more diverse and inclusive work environment.
What would you like to see during the D&I journey going forward?
I would really like to see more open debate about D&I, what it means and what I can do to make Mediclinic a more inclusive and diverse company.
- Extract from the Transformation Publication 2023