In the penultimate episode of series three of OxTalks, we had the pleasure of sitting down with Laura Ayoade, the first ever ED&I (Equity, Diversity &Inclusion) Lead at Aston Martin, to discuss how workplaces can embrace diversity and inclusion.
Laura’s career journey reflects her deep commitment to creating systemic change in the workplace, informed by her background in racial justice, hip-hop culture and the arts. Throughout multiple different roles, Laura has gained experience driving equity and inclusion in diverse environments, and now plays an instrumental role in shaping Aston Martin’s approach within the automotive sector.
Find out what Laura had to say on the differences between equity, diversity and inclusion, and what the future holds, in this episode of OxTalks.
Laura’s career path: From hip-hop to human rights
Laura’s journey to becoming an advocate for injustice was shaped by her early exposure to the power of culture and dance. She was inspired by the intersection of hip-hop culture and social justice, which led her to master’s study in international human rights law. With a focus on racial injustice, Laura’s academic background empowered her to engage deeply with issues of equity, using the law as a tool for global change.
As an advocate for racial justice, she initially worked within the performing arts sector, which she describes as a space that "suffers" from inequalities in this podcast. It was in this environment that Laura witnessed firsthand the challenges of making space for marginalised voices, particularly within hip-hop and contemporary African dance. The limitations of this environment pushed her to explore broader concepts of ED&I, eventually leading her to transition into roles focused on policy and corporate change.
Her career path then evolved into corporate social responsibility (CSR) and ED&I roles, first at Unipart Group, then at Business in the Community, before taking on her current position at Aston Martin. Each step in her career has allowed her to make meaningful changes in various sectors, from business to education, in her mission to improve the working environment for diverse groups of people.
How Laura has impacted the automotive ED&I landscape:
In her role at Aston Martin, Laura has been at the forefront of the company’s efforts to create a more inclusive and diverse workforce. As part of her work, she has launched initiatives designed to both increase representation and foster a more inclusive workplace culture. One strategic focus includes setting ambitious targets for gender diversity, such as the company’s goal of reaching 30% women in its workforce by 2030 (currently sitting at 17%).
Laura has also driven forward the company's Employee Resource Group, which includes several strands focusing on gender, wellbeing, LGBTQIA+, disability, and military background. This initiative ensures that employees across all identities have a safe space to connect and be heard, share experiences, and advocate for positive changes within the company.
Top tips for embracing equity, diversity and inclusion in the workplace:
Equity, diversity, and inclusion each have distinct but interconnected roles in creating a fair and supportive workplace. Diversity is about bringing a variety of people into a space, ensuring representation across different backgrounds, experiences, and identities. Inclusion goes a step further, creating an environment where everyone feels they belong, and their voices are heard. Equity is about giving people the specific resources or support they need.
Based on our conversation with Laura, here are five key takeaways for businesses looking to embrace diversity and inclusion.
- Change starts at the top
Diversity and inclusion are often treated as buzzwords, but they are more than a passing trend. Leaders must embed the core values of inclusion and diversity for a business to be built on equity. Starting from the hiring process, the candidate must not be ticking boxes with their characteristics but employed based on merit and ability. Positive discrimination is illegal in the UK, designing a system where everybody is valued right from the beginning of employment.
- Go beyond equality to embrace equity
Companies should strive to understand the unique needs of individuals within their workplace. Equity involves ensuring that everyone has the support they need to succeed, even if that support is different for each person. It’s not enough to treat everyone the same; you need to provide tailored opportunities that enable everyone to thrive.
- Listen to your employees
Regularly engage with your workforce to understand their lived experiences. Businesses should conduct stay interviews to identify what challenges are making employees want to leave and exit interviews to understand what drove their decision making. Listening to your people is crucial to making real, lasting proactive changes to workplace culture and how in future you can succeed.
- Create safe spaces for marginalised groups
Encourage the development of employee resource groups or other forums where marginalised employees can find solidarity and support. These groups can help amplify voices that may otherwise go unheard and ensure that all employees feel a sense of belonging.
- Measure your success and track progress
Use data to drive your diversity efforts. Track the demographic makeup of your workforce and set clear goals for improving representation; but also measure inclusion through more qualitative feedback from employees, so you can gauge whether people feel like they belong and are being heard.
Embracing ED&I as a small business:
For SMEs, the approach to ED&I can be more organic but equally impactful. It’s important to start with a clear commitment to inclusivity from the outset, weaving it into the company’s core values and operations.
SMEs can engage their employees in open conversations about ED&I, offer access to relevant resources (like free webinars or podcasts), and look at local demographic data to ensure they are reflecting the communities they serve.
In Oxfordshire, organisations like OxLEP are helping businesses of all sizes to build stronger ED&I practices. Through initiatives like Women in Business, peer networking programmes the Business Support Tool, and sharing resources, building connections and funding opportunities, OxLEP is fostering a local ecosystem that encourages shared learning and growth around diversity and inclusion.
If you’re a business in Oxfordshire looking to improve your ED&I efforts, now is the time to tap into tailored support.
