In conversation with… Ross Chambers

What do you see as the biggest challenges in building a truly diverse workforce in credit and financial services?

One challenge is moving beyond surface-level diversity. It’s not enough to hire people who look different if the culture doesn’t allow them to bring their full selves to work. In financial services, traditional recruitment, rigid working patterns, and unconscious bias can all get in the way. Whether it’s gender, race, background, or neurodiversity, the real challenge is building environments where difference is not only accepted but celebrated. We need to create the space for all to thrive!

Why do these challenges persist, and what role should all leaders play in dismantling them?

They persist because change is uncomfortable, and people tend to stick with what feels familiar and safe. Leaders have to go first in breaking that cycle. That means challenging their own assumptions, listening to lived experiences, and making adjustments - whether that’s flexible working, mentoring, or changing how we recruit and promote. Inclusion doesn’t happen by accident. It happens when leaders make it part of how they show up every day.

One of this year’s themes is the ‘business case for inclusion’, can you share examples where diversity has driven commercial or operational success?

Diverse teams see problems from angles others miss. I’ve seen women, people from different cultural backgrounds, and neurodiverse colleagues all bring perspectives that unlocked opportunities we wouldn’t have found otherwise. In one case, a different way of analysing data led to a whole new sales approach. In another, someone’s attention to detail reshaped compliance processes. Diversity isn’t just a moral argument - it drives sharper thinking, stronger innovation, and better performance. Statistics will tell you that Diverse teams perform better!

What role do you see male leaders playing in accelerating progress on inclusion, and how does attending this event help them do that?

Leaders set the tone. If they create space for different voices, model inclusive behaviours, and back that up with action, progress accelerates. Inclusion isn’t an HR initiative or a tick box, it’s a leadership responsibility. Attending events like this helps leaders build empathy, hear real experiences, and walk away with practical tools to make their workplaces fairer, stronger and higher performing.

Any advice for the next generation looking to develop their careers?

Don’t try to blend in - stand out. Know your strengths, understand what makes you different, and use that as fuel rather than something to hide. Practice positive self-talk – it’s a game changer. Build networks, find mentors, and keep learning, but remember that your uniqueness is your competitive advantage.

What is the best career advice you’ve ever received?

“Focus on growth, not just titles.” A job title might open a door, but real growth comes from experiences that stretch you and teach you something new. The most valuable roles in my career haven’t always been the most glamorous, but they’ve always helped me evolve.

What are you most looking forward to at this year’s Women & Diversity in Credit Conference, and what outcome would you most like to see for attendees post-event? 

I’m looking forward to the exchange of stories and experiences - the moments where you see people connect because they’ve realised, they’re not alone in the challenges they face. My hope is that attendees leave not only inspired but with clear actions they can take back to their workplaces. If we can turn good intentions into daily habits, that’s where real change begins.

See Ross speak at our upcoming Women & Diversity in Credit Conference