“The benefits of diversity aren’t just ethical, they’re economic” Cindy Williams-Findlay, Business Consultant, C4I Solutions Ltd and NED, Access To Business

Growing up in Wolverhampton as the second of five children, my parents were determined I would have the same experiences as my siblings despite my sight loss. When the local education authority suggested I attend a special school, my parents declined, choosing the mainstream route, a decision that shaped who I am today.

Adapting to environments not designed for people like me was challenging but gave me resilience. From navigating science classes without accessible resources to participating in sports that weren’t inclusive, I learned early how to thrive in mainstream settings. These experiences shaped my fearless approach to life and helped me embrace environments where I might initially feel misunderstood.

After university, where I studied languages and spent a year at a blind institute in Germany, I became a disability training officer for Birmingham City Council, designing courses to improve access for disabled trainees. Later, at the University of Wolverhampton, I established a division for disabled students, helping bridge gaps in higher education. Over time, I transitioned to roles that allowed me to focus on broader diversity strategies, culminating in starting my own consultancy, C4I Solutions Ltd. Companies often seek me out when they’ve faced challenges, but my passion is helping them embed inclusion from the start. Whether through bespoke training, workshops, or strategic consultancy, I encourage businesses to move beyond token gestures and address systemic barriers.

Technology has been instrumental in my career. While tools for visually impaired people were limited in the 1990s, modern tools, like screen readers, are transformative. However, there’s still progress to be made. AI applications, for example, often lack accessibility, yet their potential to transform lives is immense. It’s crucial for organisations to ensure inclusivity is embedded from the outset.

Networking has also been a challenge and growth opportunity. People often don’t know how to approach someone who is disabled, leading to my exclusion from informal conversations. My advice to those looking to be more inclusive at networking events would be not to overthink it—introduce yourself, ask questions, and be open to learning. Inclusive networking not only benefits individuals but strengthens organisations.

I joined the Institute of Directors (IoD) when I became a trustee at Access To Business, a charity helping disadvantaged people find employment. At first, I was apprehensive, I thought IoD was for “high-flying” executives only. However, I quickly discovered that the IoD is not about exclusivity—it’s about growth, learning, and connection. Through IoD events, I’ve gained invaluable insights into board-level roles, developed my leadership skills, and extended my professional network. Being part of the IoD has helped me see myself as an equal among other business leaders, and I’ve been inspired to push boundaries in my own career.

To business leaders, I’d say: don’t wait for perfection to take action. Start with one step—whether that’s hiring a disabled person, adapting your communication methods, or attending a workshop on inclusion. Simple actions, like ensuring your website is accessible or involving diverse voices in decision-making, can have a profound impact. The benefits of diversity aren’t just ethical, they’re economic. A blind employee, for instance, might spot gaps in your marketing strategy that exclude visually impaired customers. Embracing inclusion isn’t just the right thing to do; it’s smart business.

Looking ahead, I’m optimistic. Young people today are growing up in more inclusive environments, and technology continues to break barriers. But there’s more work to be done. By fostering inclusive workplaces and amplifying diverse voices, we can create a world where everyone’s contributions are valued—not despite their differences, but because of them.