Indy Hothi

‘I can draw a lot of parallels between some of the issues women face, that minority communities do too.’

Indy Hothi

Job title: Senior Economic & Strategy Consultant (London)

Time at EY: 4 years

I am an economist with EY and joined in September 2011 on a graduate programme. Before that I was a Thai boxing professional in Thailand for six months. I co-lead the EY diversity & inclusiveness interfaith network and I am a trustee of an international humanitarian NGO, often involved with disaster relief projects around the world. It is my firm belief that everyone should be treated equally, regardless of their gender, background, belief or any other external characteristics, and it is crucial for men in particular to start proactively engaging so that the gender equality gap can be reduced.

Indy on... the difference between men and women

“It’s probably true that men think mainly about the most practical solution or the hard numbers and not always about people’s feelings. I’ve done that sometimes, just thought ‘What’s the best solution?’ without taking those other things into account. But then, that thought process is also a difference between cultures, so it’s not just a gender topic.”

Indy on... why the majority of men (61%) feel equality already exists

“They probably reckon that everything is all fine and hunky-dory. They probably see the token female in the leadership... and get lulled into a false sense of security. Men are probably just thinking about themselves too. They’ll think ‘everything is equal for me’, so they have no need to worry.”

Indy on... how women should approach the issue of gender equality to get closer to solving it

“I’d say sometimes women are quite full on when it comes to these topics. Most of the time rightly so, because they are passionate, but there is a different way – by having a constructive conversation with men. Women should be saying ‘Look, this is how I feel. This is the reason why this is an issue. Do you understand it?’ and trying to have that kind of dialogue, rather than just saying ‘You’re wrong and you’re stupid’.”

Indy on... if equality actually matters in the world of work

“It might not matter if, inherently, the application process and the way people are hired is fair. Unfortunately it’s really hard to split that out. When you’re looking at the population of men and women in the UK compared to, say, EY then it’s not always the same, is it? Especially as you get more senior. For me personally, it highlights there is an issue here and I can draw a lot of parallels between some of the issues women face that minority communities do too. It’s quite similar.”

Indy on... how employers can get greater diversity in applications

“In terms of minority communities, when you’re looking at the application process I feel that a lot of firms don’t really actively engage with those communities and provide them advice and support in applying. That may be the case for women as well. They may be interested in other aspects of the role that aren’t talked about. For example, you might ask what the benefits are to support you if you have a family or go on maternity leave. And is all of that clear or in a footnote in the application documents somewhere? That’s the same for men as well actually.”

Indy on... different attitudes to flexible working for men and women

“It’s quite interesting having flexible working for men because you do sometimes get that look from certain individuals in the workforce saying ‘you’re not the female here - you’re not raising the family - why are you taking it?’ Some men look down on others for that so it’s quite nice, especially when it comes from leadership, to say ‘No, it’s flexible working for everyone’. It still takes a while for that message to trickle down to everyone though.”

Indy was interviewed alongside Anisha Seth for our Creating Equality Together video.

Creating Equality Together

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