Our next article in our Champion women campaign is about the inspirational Cordelia Osewa-Ediae, a Director and DEI Leader. She has worked across private, public and the third sectors – in and with organisations like the BT Group, Tesco, NSPCC, and the Ministry of Justice.
In this article, she takes us through how her heritage and background has contributed to shaping who she is. Her commitment to inclusion, equity, and diversity shines through as she takes us on a journey of some of her proudest moments and successes. She provides great advice for younger women by emphasising the value of knowing your worth and the benefits of a great support system.
Cordelia Osewa-Ediae: My Journey
I am a daughter, mother, wife and DEI changemaker who has a Nigerian (specifically Benin) heritage. To answer the question about whether my heritage has shaped my career in any way, I have to start by saying that ‘heritage’ can sometimes be seen in very simplistic terms. For example, it could be seen through the lens of how people fall into ethnic categories, as captured by government bodies or employers.
To me, heritage is much broader than that. For example, I only started categorising myself as “Black” when I began living in the UK. When I was much younger and living in Nigeria, my heritage was defined by my tribe and whenever I faced exclusion, it was often because I was a woman, or I did not come from one of the majority tribes. On the occasions when I have faced exclusion in the UK, it has been either because I am a mother, a woman, I speak with a different accent, or I have a different skin colour from the majority population.
Intentionally excluding anyone from rights, resources, and opportunities because of some aspect of their identity is wrong. Excluding someone because of their skin colour is particularly abhorrent considering we all belong to one human race.
The murder of Stephen Lawrence and the Macpherson report that followed this awful incident had a huge impact on me and is one of the reasons I decided to go for roles that aim to contribute to making our society much better. The challenges we face in society (including racism, sexism and xenophobia) can seem overwhelming at times, but two principles have guided my career so far. The first principle of “Doing well, and doing good” has motivated me to make career choices where I can excel personally and professionally, so I can intentionally support others.
My second guiding principle of “Think Global, Act Local” also helps me remain aware that while global issues can appear daunting, I can contribute to tackling social injustice, every day in my own way. I’ve worked across private, public and the third sectors – in and with organisations like the BT Group, Tesco, NSPCC, and the Ministry of Justice. My current role involves working with leaders and decision makers to develop other leaders, and do the work needed to make organisations more equitable, diverse and inclusive. I’m also a trustee at a multi-academy trust that is supporting over 7,000 young people from increasingly diverse communities so they’re well prepared for a world beyond school.
I have a long list of professional achievements I’m proud of. These include successfully leading a nationwide strategic DEI review at the NSPCC, being pivotal to BT Group creating its first set of comprehensive evidence-based DEI targets and aspirations, designing and leading BT Group’s first reciprocally beneficial reverse mentoring programme, plus designing and delivering a high impactful leadership programme at the National Grid. However, my greatest achievement is that I’ve worked for over 15 years in the DEI space, and it is never in doubt to my clients and stakeholders that I consistently maintain a collaborative approach to tackling complex challenges, and I always put people first.
I really enjoy delivering Inclusive Leadership Coaching sessions to leaders and decision makers because it’s rewarding to see them develop to become authentic DEI Champions and changemakers. When leaders truly understand why DEI is a business imperative and competitive advantage, progress towards driving positive change is supercharged.
With regards to what DEI means to me, I would say that the words that form that acronym are often lumped together but each word is important and distinct. Diversity is all about recognising, respecting, and valuing different aspects of people’s identities. Equity is about fairness and treating people fairly. Inclusion is about intentionally taking steps to make sure people are not excluded from opportunities and their human rights. When DEI works well, people feel a sense of belonging.
I’ve been asked what advice I would give a younger woman. My first one is to remember that YOU matter. Your opinions, voice, and dreams matter. I love the saying that “success happens when opportunity meets preparation” so my second piece of advice would be to put in the effort that is needed to be prepared for opportunities.
I often say that I stand on the shoulders of giants because I’ve been blessed with amazing role models, mentors, sponsors, and cheerleaders. The work I do can be challenging but I am lucky to have an amazing support system that makes me excited about life and my career journey. So, my last piece of advice to a younger woman would be to be intentional about how you use your time, and who you spend time with. A support system that challenges, inspires, and nourishes you is invaluable.
Above all, I say life is a gift so celebrate you and embrace great opportunities with gusto!
This interview was conducted by Michelle Aboagye and Priya Kondola.
