Black History Month - Marcelle Moncrieffe interviewed

Introduction by Chikere Igbokwe

Black History Month, which started in the US, is an annual event remembering important people and events in the history of the African Diaspora. In the UK, it runs throughout  the month of October.

This year, Black History Month takes on even greater significance. 2020 has brought a number of injustices to the forefront, and the Black Lives Matter movement has gained further prominence. We have seen that everyone is taking on the injustices of racism. This is not black versus white – it's everyone fighting what is wrong.

As I work in the HR field, I felt that it was important for me to showcase a number of black senior HR leaders in this field. Over the month, we will publish a number of interviews with senior HR leaders. We hope this will inspire the next diverse generation of HR professionals and help senior leaders to understand and recognise the importance of a diverse workforce throughout the organisation.

Chikere Igbokwe, Associate Director, Macmillan Davies

Marcelle Moncrieffe , Group Chief People Officer – London South Bank University

Marcelle has 20 years' HR experience with significant remits for cultural change and transformation in the UK and internationally. Marcelle is currently Group Chief People Officer at London South Bank University, responsible for the People Culture and Inclusion Strategy, HR Business Partnering across EMEA, Workforce Transformation, Equality and Diversity and Group integration.

Prior to her current role, Marcelle held a number of senior HR roles in local government and was Head of Human Resources at the BBC overseeing cultural change. Marcelle is currently a member of the Wellness Advisory Group of the British Academy of Management and is a fellow of the CIPD. 

Marcelle holds a bachelor’s degree in Law, a master’s degree in Human Resource Management and is completing a doctorate in Inclusive Leadership and Culture Change.

Q&A

What time does your alarm go off and what is your morning routine?

My alarm goes off at 6.30am but my 4-year-old often wakes me up at 6am! I have a coffee and watch the news before starting work.

How has covid 19 and the fact we are all working from home changed your routine?

I exercised from home every morning in the early days of lockdown, however: now that gyms have re-opened, I’ve switched to attending 3 times a week. Working from home was tough with my family also being at home and took some adjustment, but I am glad I get to spend a little more time with my children and I do not miss my commute.

How do you feel right now?

I think everyone has had to adapt to a new way of life in 2020. It is important in my role to focus on the safety and well-being of our employees across the group. We now have a hybrid model, with some employees working onsite and some remotely, and we want to recognise the commitment they have shown throughout the pandemic. I am impressed at how agile and flexible our staff were to pull together and provide a great service to our customers as the crisis unfolded. The Black Lives Matter movement has been an awakening. I’m pleased that racism and racist practices are firmly on the agenda of respectable companies and organisations. I think BLM shone a light on the awful lived experiences of black people in the UK and across the globe. In terms of employment, there are shocking cultures and practices which keep black employees from progressing and reaching their full potential, and I am hopeful change will happen so that all sections of the workforce can enjoy a great employee experience.

What are you responsible for at London South Bank University?

In my role as Group Chief People Officer for London South Bank University Group I am a member of the executive team and responsible for leading a range of people services including business partnering in the UK and EMEA, recruitment & talent management, employee relations, organisational development and workforce transformation. I lead cultural change, development of a new group target operating model, the people stream of our student transformation programme and delivery of the Group People Culture and Inclusion strategy. I lead the approach to workforce diversity including understanding the lived experiences of our employees and addressing structural and systemic barriers to progression and belonging.

How did you get into HR?

I completed a bachelor’s degree in law, which included modules in employment and international law, which sparked my interest in Human Resources. I then completed a master’s degree in human resource management, which encompassed a work placement at the Government of Grenada. The master’s degree provided an accredited CIPD qualification route, which set me on the path to a career in HR.

Describe your typical day

My typical day begins with reading emails and following up on any items from the day before. I speak with my Personal Assistant quite early on and plan the day, which invariably consists of connecting with members of my brilliant team, making sure they are okay and have what they need to deliver. I may give a talk or presentation on one of the areas of our business. I will have various meetings with the board, executive team, senior leaders, staff, and unions to lead on our response to people issues and understand the views of our staff. I sponsor and mentor employees and may check in with them. If I were in the office, I would speak to employees to see how they are doing. I do miss the impromptu conversations.

What has been your greatest challenge in your career to date?

Leading global cultural change at the BBC was challenging as it required working with senior stakeholders who needed to be persuaded that the changes should be prioritised. Adapting the change programme to fit with local customs and international laws was also testing, so I was especially pleased that my perseverance paid off. My other big challenge has been completing a part-time doctorate whilst working full-time, which I am pleased to say is nearly finished.

What advice would you give younger people getting into the profession today – in particular minority candidates?

Choose your employer wisely and try to make the process two-way so that you are interviewing your future boss. It might help to establish their values and whether those values align with yours. Does it appear to be an organisation where you will be supported and nurtured, and what does the board/executive team look like? By asking these questions you can start to build up a picture of whether you will be able to achieve your full potential in the company.

What was the best career advice you were ever given, and by whom?

My mother and sister have always told me I can achieve whatever I set my mind to, but I have only recently started to believe them! The sagest point I have learnt is not to listen to negative people who do not believe in your talents. It is so important to have positive role models and first and foremost to believe in yourself.

Can you recommend any books and/or podcasts?

As part of my doctoral studies, I have recently read ‘White Fragility: Why it’s so hard for white people to talk about racism’ by Robin DiAngelo, ‘Why I’m no longer talking to white people about race’ by Reni Eddo-Lodge and ‘Think like a white man’ by Nels Abbey. I would recommend all three as great reads that capture real-life experiences about race. I would also recommend the interview with Chimamanda Ngozi Adichie ‘Identity, Feminism and Honest Conversations’ (The Economist, October 2019), which explores contemporary issues facing society.