Bio and introduction:

We interviewed Tok as part of the ‘Let’s Talk Careers’ podcast series and he has kindly written a blog piece on staff networks.

Tokeer has been working within the IT industry for nearly 20 years. He helps clients with their digital transformations by delivering and implementing customer relationship management solutions using Salesforce. His journey with Salesforce began in 2006, where he became the Salesforce administrator for a global tooling company. Since 2012, he has been a consultant at Capgemini where he currently leads a team of over 150 consultants. He is prominent in the Salesforce community and can often be seen at various community events.

Tokeer is also very passionate about diversity, equity and inclusion and embodies a commitment to it. As Chair of the Race & Equality Network (REN) at Capgemini UK since 2021, he has spearheaded initiatives to foster a more inclusive workplace. His impact extends beyond Capgemini, supporting mentoring schemes for young Black women and delivering inspirational talks for organisations like The Prince’s Trust.

In 2023 and 2024 he made it on the Empower Top 100 Role Model List, as well as the Global Diversity List 2023. He was also nominated for Inspirational Role Model at the European Diversity Awards. He has been nominated for Ally of the Year at the Black Tech Achievement Awards and most recently became the winner of Diversity Ally of the Year at both the UK and Global versions of the Digital Revolution Awards 2024.

Importance of Employee Networks and Mentoring:

Employee networks and mentoring, particularly reverse mentoring, play a critical role in advancing diversity and inclusion in the workplace. These initiatives create environments where employees from diverse backgrounds feel supported, and they contribute to building an inclusive culture that goes beyond policies to real, lived experiences of equality.

Employee Networks:

Employee networks, also called Employee Resource Groups (ERGs), are vital spaces for individuals from underrepresented groups to connect, share experiences, and advocate for inclusivity. These networks offer professional development, networking opportunities, and mentorship, helping members navigate challenges such as racial discrimination or unconscious bias that might otherwise go unnoticed.

For employees from ethnic minority backgrounds, these networks serve as essential support systems, offering safe spaces to voice concerns and share their experiences. They also act as advocates for policy changes, such as promoting inclusive hiring practices, including name-blind applications, or suggesting adjustments to workplace culture, like accommodating diverse religious and cultural practices. By pushing for such changes, employee networks help ensure that diversity policies are not just words on paper but actively shape the workplace environment.

These groups also empower employees by providing leadership opportunities within the network itself, encouraging members to take active roles in advocating for broader inclusivity within the organization. Through these efforts, employee networks contribute to a sense of belonging and facilitate the professional growth of underrepresented employees.

Mentoring and Reverse Mentoring:

Mentorship is a key factor in career development, particularly for employees from minority backgrounds. Traditional mentorship provides guidance and support from experienced professionals, offering insights on navigating workplace dynamics, building confidence, and accessing opportunities for advancement. Having a mentor can be transformative for employees who might face barriers to career growth due to racial or cultural differences.

Reverse mentoring, where junior employees mentor senior leaders, offers an innovative approach to improving diversity and inclusion. This form of mentoring allows senior executives to learn directly from younger, often more diverse, colleagues. It enables leaders to gain firsthand insight into the challenges faced by employees from different backgrounds, such as unconscious biases or systemic barriers.

Through reverse mentoring, senior leaders are exposed to perspectives they might not encounter in their day-to-day roles. This promotes a deeper understanding of diversity issues and drives meaningful changes in leadership practices and organizational policies. For example, reverse mentoring can inspire leaders to implement stronger EDI training programs, create more inclusive recruitment processes, or foster a workplace culture where feedback from minority employees is actively sought and acted upon.

The Value of These Initiatives:

Employee networks and mentoring programs, particularly reverse mentoring, are essential for creating a more inclusive workplace where diverse voices are heard and valued. They help dismantle barriers to career progression for underrepresented employees, offering them the support and opportunities needed to thrive.

Moreover, these initiatives are instrumental in shaping an organizational culture that genuinely embraces diversity. When senior leaders engage in reverse mentoring, they develop a more empathetic and informed approach to leadership, ensuring that policies and practices are truly inclusive. Employee networks further reinforce this by advocating for change and providing a platform for minority employees to take leadership roles and influence their workplace.

In conclusion, employee networks and reverse mentoring are crucial tools for fostering a more inclusive and equitable workplace. They empower employees, promote diversity at all levels, and ensure that organizations are not only diverse but also inclusive in practice. Through these initiatives, companies can create environments where every employee has the opportunity to succeed and contribute to the organization’s success.

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