Energy; the most important, yet arguably most often overlooked tool in brand building and business growth.

In the creative industries, where the people are essentially the product, businesses are built on the discretionary energy of employees. A survey by NABS revealed that 63% of advertising employees have considered leaving the industry due to work negatively impacting their wellbeing, with 77% of these respondents being under the age of 40.

Momentum is everything. Yet maintaining that momentum in 2025 hasn’t been easy. For diverse talent the impact of a polarising news cycle is disproportionate. The decision to switch off the news is rooted in privilege.

At the same time, while International Women’s Day might be over for another year, it is important to recognise the gendered nature of how we spend each other's time. The United Nations reports that women engage in nearly twice as much unpaid work as men, averaging around 4 hours daily compared to men's 2.5 hours.

While our to-do lists might be unending, the hours in the day remain finite. With this in mind, we asked industry leaders how they are protecting their energy and promoting positive change at a time when inclusion is being placed on hold? 

Anyone who’s ever had to fight for a seat at the table in this industry has always known deep down that inclusion in the workplace was never as solid as it should be. So, yes, seeing DEI efforts take a backseat now is disappointing. Surprising? Not really. Those of us who’ve had to push harder to be seen and heard have never stopped pushing. We’ve never stopped speaking up, stepping forward and proving time and time again that true inclusion doesn't just make the work better- it makes the business stronger. It's not a box to tick, it's a mindset shift that brings real, lasting impact. That's how my energy stays protected. DEI isn't an “initiative” to me – it's in the everyday. It's in the way I lead, the way I show up and the way I make space for others. I know that true inclusivity crosses borders, cultures and industries. And the best way to drive change? Lead by example. Talk is great, but action is where the magic happens. One person’s inclusive leadership can inspire a few, who inspire many, who inspire millions. So I don't just talk about inclusion – I live it. And that's how we keep the momentum going, no matter what setbacks come our way.

The narrative that inclusion is bad for business frustrates me enormously, really robust evidence says the precise opposite: more gender balanced and inclusive workplaces are proven to be more creative, innovative, profitable and successful. 

But that frustration is where I get my energy from, helping me counter those confidently asserted opinions with facts. 

The fact is, gender inclusion benefits all of us, not just women. 

Let’s consider the difficult subject of sexual harassment.

The dominant narrative positions it in ‘gender war’ terms, about men vs women. But in reality, sexual harassment impacts men too, albeit not as often as women. And evidence suggests that male victims are often even less likely than women to report it.

That’s why I encourage everyone to do timeTo's Bystander Training, to help create safer workplaces for all of us. 

That's not all. The more those powerful voices echo myths about what good leadership looks like, the more I’m driven to correct that too. 

Because the evidence is clear: “studies consistently indicate that on most of the key traits that make leaders more effective [including humility, self-awareness, emotional intelligence…] women tend to significantly outperform men on average.”  

At WACL we show how creating a new language of leadership where those more feminine-coded traits are valued, promoted and rewarded doesn’t just benefit women. It benefits men who embody those qualities too, and creates better leadership overall. 

And that fact gives me all the energy I need to challenge the idea that business needs more masculine energy to thrive!

Anti-inclusion practices damage business, as well as legitimising misplaced fear and resentment. 

So I’ll never tire of countering that misinformation with the facts.

At Pearl & Dean, inclusion is not something we could pause, even if we wanted to: it’s embedded in our culture, values and everyday practices. Our commitment to inclusion and belonging is reflected in the way we respect and celebrate diverse voices. Our CEO Kathryn Jacob even wrote a book on creativity that explores how fostering an inclusive environment is not just about policies– it's about action. 

We are keen supporters of inclusion across our industry, as All In Champions, we diarised the All In Census on the 12th March across the whole company. We were proud to achieve 100% participation from our team in the last round, and encouraged all colleagues to take part again this year, reinforcing how highly we prioritise industry-wide inclusivity. Additionally, I’m a member of the All In Social Mobility working group; we’re committed to inclusivity for all, not just women. 

Beyond initiatives, inclusion is about supporting individuals through their personal journeys. Recently, Cleo, one of our colleagues shared their experience of transitioning in Cake & Comms, our monthly office catch-up, and worked with HR to enhance our internal transgender policies. This was a reminder of how essential it is to listen - really listen - and take a collaborative approach when it comes to our people.

At a time when many companies that once proudly championed inclusion are (not so) quietly stepping back, I protect my energy by staying grounded in my values. I focus on learning and growing, and I encourage those around me—friends, colleagues, and peers—to do the same. 

As a leader, I know how crucial it is to keep pushing the DEI agenda forward—not just internally but in the work we produce for our clients. It’s about creating space for the team to share their lived experiences, using our collective voice to shape a business that truly reflects the world we live in. And where we might lack representation internally, we need to be proactive in seeking it externally. 

Then, on a personal level, I maintain a balanced approach to self-care. I take time to reflect and ensure I protect my mental and emotional health through mindfulness practices, exercise, and meaningful connections with others who share a commitment to positive change. 

Keeping the conversation around DEI alive is important to me, as is staying curious, listening to different perspectives, and making inclusivity a habit – because that is what I truly believe drives change. Even when the bigger picture looks like it's stalling, or worse, backtracking - small, intentional actions can make a difference. Change isn’t always about grand gestures; it’s the everyday commitment from each of us to being better that really moves things forward.