Why This Conversation Mattered

Global DEI work is evolving-but too often, the approach hasn’t caught up. Many companies apply U.S.-centric frameworks worldwide, unaware that what resonates in one country might alienate in another. In this powerful conversation, Clusivity co-founder Meera Somji sat down with Sapna McCarthy, Senior Manager for Learning, Development, and DEI at Tate & Lyle, to explore what global inclusion really requires.

From understanding cultural nuance to rethinking data, mobility, and leadership behaviours, this webinar unpacked what it takes to move inclusion from head office policy to lived global practice.

Why U.S. Frameworks Don’t Always Travel Well

The session opened with an honest reflection: much of DEI as we know it today was born in the U.S.-rooted in 1960s civil rights and feminist movements. But when U.S. language, categories, and training programmes are exported globally, the results often feel irrelevant-or even alienating.

“DEI came out of the civil rights movements in the U.S.… but it came out of a defensive posturing from business-saying, ‘How do we make sure we don’t get sued?’”
– Sapna McCarthy

“It’s like trying to wear somebody else’s tailored suit. It just… doesn’t fit for practice.”
– Sapna McCarthy

In countries like India, for example, race is not the dominant axis of exclusion-caste or religion may be more relevant. Without recognising these dynamics, DEI efforts risk becoming misaligned, performative, or worse—ignored.

When It Doesn’t Land: The Risks of Copy-Paste Inclusion

Sapna shared a clear example of how even well-intentioned inclusion strategies can fail when they’re built from the centre and pushed out without adaptation.

In one role, she discovered that regional teams were quietly sidestepping the corporate DEI programme because it wasn’t relevant. Instead, they were hiring local vendors to deliver culturally appropriate training-without HQ knowing.

“They were telling me, ‘Yeah, yeah, we’ll implement it’… but then they were actually spending money on vendors to deliver content that was local to them… I didn’t know what it said.”
– Sapna McCarthy

The message: if DEI doesn’t resonate, people will find what does. And companies will lose visibility, consistency, and credibility.

Moving Beyond Identity Categories: Asking the Meta Question

So what’s the alternative? Sapna calls for a shift away from box-ticking and identity checklists—and toward a contextual, power-aware approach. Instead of asking who belongs to a marginalised group, she urges teams to ask:
Who has access? Who is heard? Who moves up? And who doesn’t?

“The meta question is: what are we hoping to achieve through DEI work? Then ask: who has power and who doesn’t?”
– Sapna McCarthy

“We’re leading companies, not countries… the dynamics within those walls may be different. So in my sphere of influence-what’s the data?”
– Sapna McCarthy

These meta questions require presence, attention, and real curiosity-not assumptions.

Where to Look: Culture, Power, and Patterns of Exclusion

Sapna gave practical guidance on how to identify exclusion-without falling into generic assumptions. Sometimes, dominant voices in the room aren’t who you’d expect. In one case, she found women held more influence-and men were quietly disengaged.

“If we operated under the assumption that we need to continue to elevate women over men… we were literally losing the spectrum of perspective.”
– Sapna McCarthy

“Ask: who’s allowed to disagree? Whose ideas are heard the first time? Who gets a second chance?”
– Sapna McCarthy

These subtle patterns often reveal more than surface-level diversity data can.

What Global Inclusion Looks Like in Practice

Sapna shared a standout example of localised, inclusive leadership in action. A team in Asia told her: “If the boss is in the room, we won’t speak up.” So they co-designed meeting practices that honoured cultural norms while encouraging honest feedback.

“They did mini-meetings beforehand… used suggestion boxes… even had the boss leave the room.”
– Sapna McCarthy

Other small shifts included rotating meeting times to avoid always centering the home office’s time zone:

“They decided that not just one team should always be the ones who have to stay up late… and that created a lot of goodwill.”
– Sapna McCarthy

These are DEI wins-just not the ones that show up in a standard playbook.

Why Culture and Data Must Go Hand in Hand

To embed global DEI, companies need cultural sensitivity and data discipline. Sapna emphasised the need for both quantitative data (like turnover and progression) and qualitative insights (like focus groups and feedback). The key is knowing where to look—and what to ask.

“Ask: do you feel you can disagree? Does your manager allow you to make mistakes?”
– Sapna McCarthy

“I’ve been through reductions where disproportionate numbers of marginalised people were made redundant… and I saw it reflected later in engagement scores.”
– Sapna McCarthy

Sometimes the data comes too late-but it still helps shape better decisions next time.

Yes, Inclusion Can-and Should-Be Measured Globally

Gathering DEI data globally is hard-but not impossible. Sapna shared how her team built a sensitive, one-on-one approach to voluntary disclosure in Europe, where legislation is stricter. Even small data sets, collected ethically, can spark insight.

“We had our HRBPs explain the why… and if they disclosed, we used that to extrapolate. Far from perfect-but it was a start.”
– Sapna McCarthy

Making Inclusion Real, Not Performative

Ultimately, the goal is belonging, mobility, and connection-not just compliance. Sapna was clear: culture work is urgent. Without it, the best policies won’t matter.

“If the culture’s not right, people will leave. They won’t recommend your organisation… and you won’t get the most out of people.”
– Sapna McCarthy

“When people feel they belong, they stay a little longer… give a little more… find purpose.”
– Sapna McCarthy

Key Takeaways for Global DEI Leaders

✅ Don’t copy/paste U.S. frameworks-ask what fits locally
✅ Move beyond identity checklists-look at power and mobility
✅ Start with meta questions: who is seen, heard, trusted, promoted?
✅ Use culture + data to tell a full story
✅ Measure inclusion across global offices, not just global demographics
✅ Remember: small adjustments (meeting formats, time zones) can create lasting impact

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