For Fiza Gujaran, “DEIB Isn’t a Checkbox. It’s a Mindset.”

Fiza Gujaran is the EVP of people and culture at Day One Agency, driving transformative and award-winning programmes that spark creativity, deepen belonging, and shape the next generation of inclusive leaders.

A recognised DEIB expert with 20+ years of experience, Fiza has shaped high-performance cultures and driven systemic change at global firms including AlixPartners, Deloitte, and KPMG. Known for blending business strategy with her passion for human potential, she ensures culture remains a competitive advantage.

Fiza champions authentic workplaces where employees thrive. Outside of work, she serves on multiple boards and volunteers with the Aga Khan Foundation.

Below Fiza chats about the Day One Agency’s firm commitment to DEIB and how her own journey taught her that uniqueness is strength.

LBB> What drew you to the field of DE&I?

Fiza> Much of it stems from my upbringing and experiences navigating new environments. Growing up with a single working mother, pursuing sports like javelin, and later moving from Mumbai to Minnesota for graduate school – all of it taught me that uniqueness is strength. Living in a completely new culture helped me understand what true inclusion feels like, and why it matters.

Early in my career, I travelled across rural parts of the US to train staff in nursing homes on a new product protocol. Many of the people I interacted with had little experience with people who look and speak like me, which taught me a lot about belonging and difference.

Those moments inspired me to think intentionally about inclusion, which later became central to my studies in human resources and industrial relations, and ultimately my career.

LBB> Before it became your job role, what was your specialism? And how did you get involved?

Fiza> I’ve spent my career in human capital and people strategy, but DEIB became a consistent throughline. Working as a woman of colour in male-dominated industries, I learned to translate DEIB from a ‘nice to have’ into a business imperative.

At Deloitte and AlixPartners, I participated in, as well as helped form, women’s networks and other DEIB programs. When I got to Day One, I was inspired by the founders’ deep commitment to DEIB. I’m tasked with helping elevate DEIB’s impact – both inside the agency and externally, through our work.

LBB> There’s a lot of frustration around the industry’s glacial pace when it comes to improving DE&I across all sorts of axes. What’s getting in the way?

Fiza> Personally, I think it is the lack of understanding of what the objective of a function like this is and should be. Many organisations still see DEIB as a peripheral HR function rather than integral to business success. When it’s treated as compliance or optics – versus ensuring solid behavioural and tangible commitments at all levels of the organisation – the impact is limited. Real progress happens when leaders prioritise DEIB by connecting it directly to business strategy, talent development, and measurable outcomes.

LBB> Outside of the advertising industry, where do you see examples of large-scale meaningful progress (if at all), and what should our industry learn from it?

Fiza> No single sector has solved it all, but I’m seeing that areas of professional services have made notable progress in advancing women into leadership by rethinking flexibility and retention. Healthcare has improved access to fulfilling, balanced career paths for men and women. And entertainment – through its diversity of stories and representation onscreen and behind-the-scenes – offers a powerful example of how understanding your audience can drive both inclusion and growth.

LBB> The dimensions of DE&I can differ somewhat according to geographic/cultural context - I’m curious, where you’re based, what are the big issues or most urgent elements of DE&I that you need to address?

Fiza> We are based in four markets in the US, New York, Los Angeles, Portland, and Chicago, but work with clients all over the country and sometimes globally. Across the US, the socio-political climate continues to shape how people show up at work, and we are consistently tapped into the impact these environmental levers have on our people and clients.

Our priority has been to strengthen credibility – ensuring that our DEIB strategy isn’t reactive but sustained, transparent, and aligned with our values. That includes supporting employees, educating clients, and using storytelling to drive awareness and action.

LBB> In your role, what have been some of the most meaningful projects or policies you’ve been involved in regarding DE&I?

Fiza> Our transformation from Employee Resource Groups (ERGs) to Employee Impact Groups (EIGs) has been a defining milestone. Our original award-winning programme, Belong, achieved 98% participation, but we wanted to raise the bar and move beyond awareness to deeper, measurable impact. Our EIGs now influence business strategy, creative output, partnerships, and community engagement – making belonging not just cultural, but operational.

LBB> What role are clients playing in holding agencies accountable and driving better DE&I (e.g. via RFPs)? Is this something you are seeing or would like to see more of?

Fiza> Clients are crucial in driving accountability. Consumer expectations – especially among gen Z and gen alpha – demand that brands reflect diverse perspectives. When clients set higher standards, it fuels purpose-driven work and deeper employee engagement, creating a full-circle effect between workforce, client, and audience.

LBB> We often see DE&I siloed or pigeonholed as an HR issue - what’s the key to ensure that it’s embraced as an agency-wide or industry-wide responsibility?

Fiza> DEIB often sits within HR functions, but my view is that it should be owned across leadership. HR can manage and help support execution, but accountability for impact must sit with senior leaders.

At Day One, our DEIB lead works closely with our founders to connect initiatives to business outcomes, ensuring the work drives both culture and performance.

LBB> What are your thoughts about where accessibility fits in the DE&I agenda?

Fiza> Accessibility is a core part of inclusion, not an add-on or compliance requirement. We take a ‘diversability’ approach, emphasising ability and individuality rather than limitation. That thinking informs everything from workplace design to remote accommodations. At Day One, we see accessibility as a creative, cultural, and human imperative.

LBB> What resources/platforms/programmes have you found useful on your DE&I journey and would recommend to our readers?

Fiza> Conferences like ADCOLOR and the Diversity Action Alliance keep me (and Day One) connected to the broader DEIB community. I also draw inspiration from books like ‘DEI Deconstructed’ (Lily Zheng), ‘Hush Money’ (Jacqui Abram), and ‘Blindspot’ (Banaji & Greenwald).

Like many, I browse the internet to get inspired a lot especially when it comes to understanding what is happening in the world of DEI but also who is influencing and making the necessary impact. My simple mantra is if I like and appreciate what someone says I continue to follow them to learn more and even aim to connect individually.

The scale of the change needed is so massive that individuals can often feel powerless without the levers to move huge structures. What's a more personal act of positivity that you've seen recently that others could look to as inspiration for change on a human scale.

I’m inspired by the next generation – especially gen alpha – who are instinctively inclusive and vocal about social issues. I see it in my son’s natural inclination towards inclusivity and making the world a better place. Watching this generation of children embrace difference, celebrate global holidays, or turn birthdays into charitable acts gives me hope for the inclusive world we’re all striving to build.

LBB> If you’d like our readers to take one thing away from this interview what would it be?

Fiza> DEIB isn’t a checkbox. It’s a mindset. It's intentionally embracing a way of thinking, being and incorporating habits in your day to day. It’s about leveling the playing field, not lowering standards. Keep an open mind, seek understanding, and remember: progress isn’t linear, but every intentional act of inclusion moves us forward.