'A lot of people think it's common sense… but it's really, really nuanced'

As global head of DEI at Macquarie Asset Management, Johnathan Medina’s entire career has been inspired by equity.

Speaking to HRD, he says that it was while reviewing past M&A consulting projects that he realized there was an opportunity for further embedding DEI in integration processes.

“I saw a pattern,” he says. “And what I thought could be a simple fix. All we needed to do was put a couple of lenses over each talent process to create greater equity. These lenses ensure that leaders aren't just picking people they know to stay fill seats.”

‘My intersecting identities are quite a few’

But Medina’s curiosity didn’t end there. He wondered if similar principles could apply to talent strategy and culture work across various organizational effectiveness offerings. This led him to co-create the Inclusion+ practice with Nellie Borrero at Accenture.

Accenture had previously launched a DEI offering to its clients that didn’t take off, so they were hesitant to try it again. "When people say no, I usually try harder to understand why," he says. “I went back and started thinking through what went wrong last time they did it and realized that it was missing one of the ingredients in Accenture’s secret sauce – analytics. So, I pitched Inclusion+, which harnessed data-driven insights to inform DEI strategy and practices. That resonated in the marketplace and next thing you know, the practice started to grow!”

And, by embracing intersectionality within his organization, Medina acknowledges its complexity.

"My intersecting identities are quite a few, including gay, Black, Latino," he explains. To address this, his approach focuses initially on the basics while teaching concepts of inclusion, intersectionality and equity.

"Intersectionality is super important; however, we need our people to understand one intersection and how its daily impacts before we compound the learning," he adds, stressing a pragmatic approach to fostering deeper understanding within any organization.

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Medina is proud of the progress Macquarie Asset Management has made in advancing DEI, particularly through enhancements in their talent processes. One notable initiative is the inclusion of the "Challenger" role in talent discussions.

"Someone at the table listens in for biases and calls them out," he explains. This approach led to an equal proportion of men and women and inducting 50% underrepresented groups into senior roles in FY23.

‘A lot of people think it's common sense… but it's really, really nuanced’

Looking ahead, Medina is focused on initiatives that address ongoing DEI challenges. As a board member of the Thirty Percent Coalition, he works to increase representation on company boards.

"There are really tens if not hundreds of organizations you can go to for underrepresented board talent," he says, but the current process is time-consuming and effort-intensive. The Coalition is looking at ways to make this process more efficient, benefiting firms and candidates alike. Medina says he is excited about this potential shift to more inclusive board placement, which will lead to broader benefits for all involved.

And, for young professionals aspiring to specialize in DE&I, Medina has some sage advice.

"DE&I is awesome because it's ever-changing," he says. “Therefore, you're going to continue to learn what was true yesterday sometimes isn't today - especially when we think about identities. It’s important to get some of the basics right around what data drives talent strategy, because ultimately that is the foundation of a strong DEI practioner.

“A lot of people think it's common sense – and sometimes it can feel that way – but it's really, really nuanced. And it takes quite a bit of learning, and an appetite to continue to learn, to be good at this role.”