Pushing Boundaries: Global Perspectives on Inclusion and Belonging

As more organizations expand their global reach, the way we think about diversity, equity, and inclusion (DEI) is evolving—out of necessity and out of opportunity. Seramount now works with more than 640 partners, 90% of which are multinational companies. And as our Global Inclusion Index grows—now spanning 29 countries—it’s clear: One-size-fits-all won’t work. But one-size-fits-none isn’t the answer either.
 

That spirit of nuance and global curiosity defined Seramount’s recent Global EmERGe and Global Member Conference, where over 300 attendees gathered in person and virtually to explore how to scale DEI across geographies—thoughtfully and effectively.

Where Community Meets Strategy: The Next Era of ERGs

Seramount’s president Subha Barry opened the conference with a reflection on the power of community in times of disruption. “ERGs, networks, and communities become the ambassadors of your organization,” she said. But she challenged attendees to think more expansively: What if ERGs could also be think tanks and strategic business drivers? What if we aimed for the butterfly effect—a cascade of impact across business systems—rather than one loud tsunami of change?
 

ERGs were a key theme throughout the two days—described by many as catalysts for shaping culture, creating belonging, and significantly influencing employee retention. 74% of global ERGs play a role in supporting employees’ mental health. So, we were excited to share a preview of our new tool: Seramount Employee Group Maturity Assessment. Led by Nichelle Walsh, this tool will officially be launched on May 14^th at EmERGe, and several leaders had already remarked that the tool helped clarify their path forward. One called it “practical yet innovative.”

Resilience, Responsibility, and the Quietest Idea in the Room

Shagufta Iqbal served as poet-in-residence, inviting participants to reflect on discomfort, identity, and the legacy they leave behind. In her first poem, she reminded the room that “strength comes in all shapes and sizes—and sometimes, the brightest idea is the quietest one.” As we climb ladders of leadership, she asked, “Are we leaving one behind for someone else?”

This work thrives only when psychological safety is in place. That theme emerged again and again—from panelists, audience reflections, and in the quiet moments between sessions. How do we create cultures where employees feel safe to speak up, share struggles, and imagine what’s possible? It starts with leadership behavior and it grows through shared accountability.

Don’t Get Hung Up on Differences. Get Hung Up on Contributions.

Lord Dr. Michael Hastings began his keynote by quoting Vladimir Lenin: “There are decades where nothing happens; and there are weeks where decades happen.”

Dr. Hastings framed the current DEI moment as one of global transition by referring to a 1925 cartoon by Bob Minor titled “One day they’ll wake up.” Hastings asked us, “How did he know?” If we look at the world’s top 15 economies throughout time, power is shifting. Economies are transforming. It is paramount to not get caught up in one moment; organizations can either react—or lead.

To lead, Hastings said, we must be brave enough to experiment. Sixteen years ago, the first mobile banking innovation happened in Kenya—not Silicon Valley. “The world is diversifying whether you like it or not,” he said. “So don’t begin with assumptions. Begin with curiosity.”

He shared the wisdom of the Hawaiian rules—reminders to speak softly, tell the truth, and without rain there wouldn’t be rainbows. “It’s not about doing good business,” Hastings said. “It’s about creating valuable business.”

Global ERGs: Anchored in Culture, Powered by Strategy

Seramount’s latest Global Inclusion Index surfaced an important truth: While ERGs remain a critical tool, success comes from alignment—not replication. One speaker described an Irish leader tasked with increasing women’s leadership in Japan. He introduced mentorship programs only to discover they didn’t translate culturally and the team quit. “Global competence prevents global blunders.”

Across countries, the most common ERGs continue to center women, LGBTQ+ identities, and sustainability. However, what it means to build community and influence change looks different from place to place.

“Don’t Assume You Know Better Than the People You’re Going To”

That was the theme of day two’s keynote with Sharon Brooks, who has developed inclusive policies across France, Singapore, Abu Dhabi, and the United States. Her advice? Ask better questions. Build shared understanding. Invite everyone to the table.

Barry echoed that sentiment in a reflection on active listening. “We need to stop listening to win,” she said. “And start listening to learn.”

Despite headlines claiming otherwise, 78% of Seramount’s global partners are holding firm to their DEI commitments. What’s shifting is how they do the work, not whether.

Culture Isn’t Copy + Paste

During a practitioner panel, speakers shared what inclusion looks like across the globe. In APAC, DEI efforts may include things like married/non-married statuses or rural/urban divides. In Brazil—where more than half of the population identifies as Black or of mixed African descent compared to 13% in the United States—leadership demographics still mirror one another, with just 6% representation. It’s a reminder that even shared challenges require localized solutions.

Micro-inclusions matter. Empathy, family name recognition, and everyday kindnesses go far. When it comes to sustaining this work, inclusion isn’t either/or, it’s always and/and.

“We Are More Similar Than We Think”

That quote came from Kaushik Gopalan of TransUnion, whose team tracks internal mobility across 30+ countries. Gopalan’s advice? Create culture ambassadors, dispel myths about who gets to advance in their roles, and broaden your view of what talent looks like.

Mark Russell at KPMG UK shared how collecting socioeconomic data helped them close equity gaps in promotion and retention. More people sharing their stories helped others feel safe enough to share theirs too. Read more about KPMG’s work here.

Wrapping Up: Lean into Global Wisdom

After two days of learning, one message stood out: Most organizations aren’t slowing down—they’re evolving. If anything, this moment is a wake-up call to listen more intently to what our global colleagues have to teach us.

A heartfelt thank you to our sponsors: Merck, Visa, Bank of America, Kraft Heinz, Aramark, Tapestry, Allegis Global Solutions, for helping make this global gathering possible. Your support is a powerful reminder that when we invest in community, dialogue, and bold ideas, we move closer to building more inclusive workplaces and a more equitable world.

Thank you to those who joined us in London—and to those who continue to carry this work forward every day. As one attendee shared, the event served as “a reminder that the most meaningful progress often comes from the hardest conversations.”

Here’s to continuing those conversations—together.