CII’s Cameron aims to keep running without dropping baton

I have been fortunate during my career, particularly in financial services, to have had managers who have championed and sponsored my career progression. 

This support is particularly important when you have experienced discrimination and are an individual of intersectionality; sitting within not one, but more than one underrepresented groups – in my case, Black and female.

In my experience, male line managers have been champions of my career development and progression. This, in my view, is a demonstration of allyship. 

Often women are perceived to held back by men in leadership, this has not been the case for me in more than one organisation.

Visualisation and representation

Visualisation and representation are vital for inclusion and diversity in the profession. 

In 2019, I delivered a career in insurance seminar to a diverse group of students at Glasgow Caledonian University.  

A young Black woman approached me after the seminar and said “Madam, I see you, how do I get into the profession?”

A young Black woman approached me after the seminar and said “Madam, I see you, how do I get into the profession?”  

This instilled in me the importance and power of visualisation, and the ability to see oneself in a role and profession.

Attracting underrepresented talent is not just about groups being able to see people who look and sound like them. There is also a need to see the career progression through and into senior roles. 

I have had entry level talent share that they are encouraged to see my career trajectory. It is interesting that you may see yourself as purely working hard and getting on with the job in hand, not recognising that you are being observed and emulated.

The theme for Dive In 2025 is #WhereIBelong. A large part of inclusion is not only having the equality of access, but also equity. Regardless of background, start point, or progress. 

Inclusion means you are not only invited to the party. It also means that you are welcomed, acknowledged, and have the opportunity to party with as many or as few people as you choose.

For the future, I take the view that I am handing on the baton of authentic inclusion to the next generation of professionals in financial services. 

In a relay race, the anchor sets the course of the race. I have run many relays and have had many strong inclusive anchors. The runners must not drop the baton as they will lose the race.

Finally, thankfully, discrimination has reduced since I began my career in the late 1980s.  Yet I am hopeful for the future that discrimination will cease and desist. 

I aim to continue running without dropping the baton.