A GUIDE TO SUCCESSFUL VIRTUAL MEETINGS

Inclusive Cultures Don’t Happen by Accident — They’re Built Intentionally

Following International Women's Day, many organisations reflect on progress.But for finance leaders and hiring managers, the more important question is this: What does inclusion mean in practice — and how does it affect performance? Because this isn’t just a culture conversation. It’s a capability conversation. Inclusion Impacts Talent Attraction The best finance professionals — at every level — have options. They are looking for: Transparent progression pathways Visible meritocracy Leadership that values contribution over presence Environments where performance is recognised fairly If an organisation’s culture unintentionally favours “proximity” — those closest to decision-makers — it narrows its own talent pipeline. And in a market where specialist skills are already in short supply, that’s a commercial risk. Meritocracy Must Be Visible Many businesses describe themselves as meritocratic. But candidates assess that through lived signals: Who is in senior leadership? Who is promoted internally? How are flexible working arrangements handled? How openly are development opportunities discussed? In accountancy and finance particularly — where progression paths are structured and performance is measurable — fairness needs to be both real and visible. High performers want clarity, standards and consistency. Leadership Behaviour Shapes Retention Inclusive leadership isn’t about grand gestures. It’s about everyday behaviours: Who is invited into strategic discussions Who is given stretch projects Who is credited publicly Who is sponsored, not just mentored Retention in finance teams is rarely lost because of salary alone. It’s often influenced by visibility, opportunity and recognition. Businesses that understand this tend to build stronger, more stable finance functions. The Commercial Case for Inclusion Diverse and inclusive teams bring broader perspectives to: Risk assessment Strategic planning Commercial analysis Operational improvement For CFOs and Finance Directors, inclusion isn’t a compliance issue. It’s about building balanced teams capable of better decision-making. The organisations that approach inclusion intentionally — rather than reactively — are often the ones that outperform in the long term. Beyond Awareness Days International Women’s Day creates valuable momentum every year:But sustained progress comes from: Clear promotion criteria Transparent hiring processes Conscious leadership development Ongoing cultural accountability In today’s hiring market, an inclusive culture isn’t just about employer branding — it influences who joins, who stays and how teams perform.

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Virtual meetings have become part of many people’s working routine. Platforms such as Zoom, Microsoft Teams and Google Hangouts proved invaluable as businesses and organisations strived to keep the wheels of their operations turning whilst employees worked from home at the height of the COVID-19 outbreak. And whilst some businesses are starting to see employees make a return to workplaces, the benefits of reduced travel costs and time out of the office means that virtual meetings are set to continue for many.

There are some golden rules to follow to make your virtual meeting run smoothly whether it’s a catch up with your team, a briefing with a business associate or an interview for a new job.

DO approach it with the same level of preparation and professionalism as a face-to-face meeting.
DO check your device settings beforehand to make sure you can hear and be heard clearly.
DO check your surroundings to ensure that anything that can be seen on screen gives the right impression.
DO look into the camera and not at the image of yourself when speaking. If there are a number of people participating, be clear on who you are addressing by including their name in your response.
DO prepare and circulate any useful materials in advance so those involved can digest and consider possible solutions in advance.

DON’T dress casually if it would not appropriate to do so - dress as if you were meeting in person.
DON’T undertake other tasks during the meeting; others will be able to tell that you aren’t fully focused if you are checking emails or sending messages.
DON’T assume people’s availability, especially if they are combining work with childcare. Communicate dates and times in advance to enable suitable arrangements to be put in place.
DON’T forget to involve others. It can be difficult to read body language remotely so include opportunities for participants to contribute to the discussion.
DON’T neglect the basics; prepare an agenda, ensure someone is taking notes and circulate minutes promptly after the meeting.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for positions throughout Yorkshire and beyond CONTACT UStoday to discuss your recruitment needs with a member of our team.