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Embracing Diversity at Work: An Interview with Munir Daud of QBE on Identity and Inclusivity

Embracing Diversity at Work: An Interview with Munir Daud of QBE on Identity and Inclusivity

In an interview, Munir Daud, QBE's Global Program Manager and Co-Chair for Open Mind Networks shares his journey of navigating identity and inclusion in the workplace with Haider Mirza, discussing his experiences balancing multiple roles as a Muslim, a person of color, and a professional. Munir’s reflections on diversity, equity, and inclusion (EDI) provide insightful perspectives on how companies can foster environments where employees feel comfortable bringing their full selves to work.

Navigating Identity at Work and Supporting Others

Munir discusses the challenge of navigating multiple roles—or “hats”—at work and how his background has made him naturally attuned to issues of diversity and inclusion. While he doesn’t consciously position himself as a mentor, his experiences as a person of colour and growing up with many sisters have sensitised him to gender and cultural biases. 

This awareness shapes his interactions with his team. He often signals that it’s okay to discuss difficult topics, such as identity, by gently probing with questions, but he also stresses the importance of cultural sensitivity. “Some conversations, like those around personal issues such as divorce, need to be approached with caution,” he explains, noting that not everyone may feel comfortable sharing their struggles.

Explaining what he means by wearing “multiple hats,” Munir shares his journey of balancing personal and professional identities. In the early 2000s, he found it difficult to express his Muslim faith at work openly, often avoiding requests related to religious practices like prayer or making excuses to skip non-halal social gatherings. 

Back then, the fear of being judged or misunderstood was significant. However, as he gained confidence and society became more inclusive, Munir became more open about his religious needs, such as explaining dietary restrictions or requesting prayer breaks. “Society has evolved,” he reflects, acknowledging that while negative connotations around religion still exist in some contexts, he feels more at ease asserting his identity.

Mentoring Through Cultural Sensitivity

When asked about his approach to mentoring, Munir emphasises the importance of cultural sensitivity and open dialogue. “I don’t try to consciously mentor in this area, but my experiences naturally make me aware of diversity issues,” he explains. Through thoughtful conversations, he encourages team members to feel comfortable discussing personal aspects of their identities. Munir shares that, while he’s mindful of cultural boundaries, he often signals to his team that discussing identity is welcome, fostering an atmosphere where difficult topics can be addressed sensitively.

 QBE’s Inclusive Culture: A Grassroots and Leadership Approach

A key theme in the interview is QBE’s approach to EDI initiatives. Munir describes QBE’s approach to inclusivity as “on the front foot,” emphasising the company’s proactive efforts to create an inclusive environment. Rather than relying on superficial measures like newsletters or posters, QBE invests in meaningful initiatives that make diversity a lived experience. 

For example, they host regular “Lunch and Learn” sessions featuring high-profile speakers who address important diversity topics, and they use engaging, bite-sized videos to reinforce their commitment continually. These tangible actions show that QBE’s dedication to diversity isn’t just for show but is something they actively cultivate. As a result, employees like Munir feel more comfortable and supported in bringing their authentic selves to work.

Munir explains that QBE’s EDI efforts balance leadership support and grassroots involvement. While senior management provides strong backing, the real impact comes from employees who organise events and drive initiatives. He praises QBE’s openness to ideas from diversity networks, fostering an organic, employee-led approach. For EDI to succeed, Munir emphasises the need for broad employee engagement, with top-level sponsorship reinforcing the importance of these efforts and ensuring lasting impact.

The Importance of Diverse Perspectives in Decision-Making

Munir’s insights extend to the decision-making process, underscoring the need for diverse perspectives, particularly in project leadership. He consciously promotes inclusivity by ensuring gender and cultural representation in discussions, acknowledging that his background as a person of colour makes him more sensitive to these dynamics. “Sometimes, language in meetings can lean masculine,” he observes, adding that he tries to offer alternatives that resonate with women. He also seeks input from colleagues in communities he’s not part of, like LGBTQ+, to ensure inclusive and representative decisions.

 

Creating Spaces for Authentic Conversations at Work

Munir emphasises the importance of open dialogue in fostering an environment where employees can be their true selves. He shares how, before Ramadan, his manager’s proactive approach to adjusting work hours for fasting led to meaningful conversations about his religious needs. Munir stresses that managers should welcome difficult discussions and create safe spaces rather than avoiding sensitive topics.

He highlights how proactive support from leadership, especially during challenging times like the UK riots, can make a significant difference. Munir also underscores the value of leadership vulnerability. For example, when a senior leader shared personal struggles, it encouraged others, including him, to open up. Initiatives like mental health networks and team-building activities, especially in a remote work setting, are crucial for building trust and ensuring employees feel supported.

How Evolving Work Cultures Empower Authenticity

Munir’s experience highlights a powerful shift in workplace inclusivity. Reflecting on his journey, he shares, “Society has changed,” making it more acceptable for individuals to bring their whole selves to work. As a Muslim, Munir now feels confident asking colleagues to avoid scheduling meetings during prayer times—something he couldn’t imagine doing in his 20s. He attributes this comfort to personal growth and broader societal changes.

Munir describes companies like QBE as “organisms” that evolve with society, creating environments where employees can express their identities authentically. He emphasises the importance of organic growth in diversity initiatives, driven by both proactive leadership and grassroots employee involvement. “Leadership never says no to suggestions from our diversity networks,” he explains, underscoring how collaboration and open communication foster genuine inclusion.

Munir’s story reminds us that embracing diversity isn’t just a policy but a commitment to building spaces where everyone feels seen and valued. As workplaces evolve, these changes empower individuals to thrive and be authentic, benefiting both employees and organisations.