Marvin OnumonuIn the wake of International Women’s Day, Tina Chander, partner and head of employment law at Wright Hassall, shares her compelling journey, her motivations for initiating End Workplace Bullying Day, and her views on how companies can foster more inclusive environments to support underrepresented groups.
Can you share your journey to becoming partner and head of employment at Wright Hassall? What challenges did you face, and how did you overcome them?
My journey has been quite remarkable and was replete with challenges unique to my circumstances.
Growing up in Telford, a small Midlands town, I was part of a working-class Asian family. We didn’t have the financial resources that many of my peers at law school had, so I was conscious of achieving my career goals without falling into debt.
The drive to back myself was instilled early on by my parents. They taught my siblings and me the value of education – our father had us read and copy newspaper paragraphs as a form of extracurricular learning.
The knack for engaging with people – a trait I admired in my dad – propelled me through a series of legal roles, eventually leading me to my current position.
Despite the financial struggles and the profound loss of both my parents in my early 20s, I held onto their advice about giving our best in whatever we decided to do.
This philosophy carried me through university and various stages of my career, teaching me the resilience that I lean on as a leader today.
What specific challenges have you encountered in your career, and how have they shaped your perspective and leadership style?
Holding multiple degrees didn’t shield me from the hurdles women like me often face in the legal sector. Challenges related to racial and gender discrimination were not uncommon, and tokenism sometimes reared its head.
These experiences, rather than discouraging me, fuelled my advocacy for diversity, equality and inclusion (DEI) within the profession.
They also highlighted the necessity of diversity – be it racial, gender, or socioeconomic – in enriching workplace culture. My leadership style is inherently inclusive and collaborative.
I put emphasis on creating a supportive environment where everyone feels their perspective is valued. I believe that when a diverse team works together, it multiplies success both creatively and strategically.
What motivated you to establish End Workplace Bullying Day, and how do you envision its impact?
The impetus for establishing End Workplace Bullying Day came from witnessing the detrimental effects bullying can have on employees’ wellbeing and careers.
As a lawyer, I’ve encountered many clients who were debilitated by workplace bullying, resulting in lowered confidence and even mental health issues.
The day aims to raise awareness and influence change by making it clear what constitutes bullying and creating supportive avenues for those affected to speak up.
Celebrating the Warwickshire Law Society’s recognition as Influencer of the Year for initiating this movement was a pivotal moment, reaffirming that giving voice to such issues can facilitate change.
How can companies better support diversity and inclusion, particularly for women from different racial and economic backgrounds?
Real change requires embedding DEI into the core of a business’ operations, not merely treating it as a compliance obligation.
Investment in training is essential, as is ensuring robust, transparent policies that hold everyone accountable, regardless of their rank. Organisations must recognise the enriched talent they attract by fostering inclusivity.
Moreover, establishing environments where bad behaviour doesn’t go unchecked is essential.
Creating spaces where individuals feel respected and have equal opportunities to voice concerns and pursue their ambitions is foundational to a thriving workplace culture.
What steps can individuals take to combat workplace bullying and support their colleagues who might be experiencing it?
Education through comprehensive training programs is key. Employees must be aware of policies and encouraged to report issues through effective, anonymous channels that guarantee confidentiality and impartiality.
Regular feedback collection can be an insightful tool for understanding workplace climates.
Most importantly, businesses must act on the feedback received. Ensuring that investigations into allegations are thorough and fair is important, fostering an environment where employees feel safe and supported will, over time, dismantle bullying cultures.
