FWD column: The power of people
Lyndsey Cambridge-Wilson, FWD head of external affairs, on why diversity, equity and inclusion (DEI) is now core to wholesale performance
Walk into any depot, warehouse or boardroom across our sector and one theme is impossible to ignore: people. In food and drink wholesale, where margins are tight and operations finely balanced, it’s the teams on the ground who, ultimately, determine whether a business wins or loses.
That’s why I believe diversity, equity and inclusion (DEI) should never be thought of as ‘nice to have’. It is fundamental to performance – both the performance of the individuals who make up our businesses and the performance of the businesses themselves.
We don’t need to look far outside wholesale to see this lesson playing out. The global workplace is being reshaped by megatrends: demographic shifts, technological disruption, rising employee expectations and a new emphasis on wellbeing. McKinsey’s research shows companies in the top quartile for diverse leadership teams are more likely to achieve above-average profitability. And Generation Z – a cohort already making up a significant proportion of our workforce – expect more from employers than pay alone. They want purpose, flexibility and the chance to bring their whole selves to work.
PUT PEOPLE FIRST
Wholesale is not insulated from these forces. If anything, we feel them more acutely. Talent is in short supply. Competition from retail, logistics and hospitality is fierce. And yet, our ability to service customers relies on attracting, motivating and retaining brilliant people. That requires leaders to put people first – not just in words but in structures, policies and culture.
This is where DEI moves from the periphery to the centre of strategy. A diverse and inclusive workplace unlocks the widest talent pool, and an equitable culture enables individuals to thrive. When people feel valued, seen and supported, they perform at their best. And when individuals perform at their best, businesses perform better.
This isn’t just about recruitment, though that is vital. It’s also about progression, leadership and innovation. Who gets access to training? Who is encouraged to put themselves forward for promotion? Whose ideas are listened to in meetings? Inclusive leadership means everyone has the chance to contribute, and that breadth of perspective is a proven driver of innovation – something wholesale needs if we are to seize opportunities in technology, sustainability and new customer channels.
PRACTICAL FRAMEWORK
At FWD we are putting this into practice through our Diversity in Wholesale programme and the recently launched FWD Academy: a year-round initiative built on seven pillars of diversity, equity and inclusion. The Academy is designed not as a tick-box exercise but as a practical framework that businesses can use to build inclusive cultures, support future-ready leadership and equip teams with the resilience and skills they need to succeed.
It’s telling that our Academy is structured as a continuous programme, not a one-off. Because inclusion is not a project you can start and stop – it’s a culture you embed, nurture and measure over time. The businesses that understand this will be the ones that build engaged teams, reduce costly turnover and strengthen relationships with customers who increasingly expect their supply partners to reflect modern values.
Some may ask: isn’t this HR’s job? My answer: no. Inclusion is everyone’s job, but it has to be championed from the top. Chief executives and senior leaders set the tone.
In wholesale, where every decision on cost, efficiency and service matters, it’s easy to see people investment as optional. But the truth is the opposite: businesses that under-invest in people will underperform. Those who invest in their teams – not just in pay but in opportunity, recognition and inclusion – will find themselves more resilient, more innovative and, ultimately, more successful.
The message is simple. In a sector built on service and relationships, people are our greatest asset. And diversity, equity and inclusion are not buzzwords – they are the performance levers that will define the future of wholesale.
diversity Diversity in Wholesale equity and inclusion FWD Academy Lyndsey Cambridge-Wilson recruitment
