Speaker Spotlight Interview: Dr Vanessa Vallely OBE
As we build towards the ERG Blueprint Conference 2026, we spoke to keynote speaker Dr Vanessa Vallely OBE about her journey, the power of employee networks, and what the future holds for ERGs in an evolving business landscape.
Building a Movement: From Visibility to Impact
Q: You founded WeAreTheCity to create visibility, opportunity and connection for women in business. What inspired you to build that platform, and how has that journey shaped your perspective on DEI and the role of networks?
I built WeAreTheCity back in 2008 because I could see, very clearly, that talented women were being overlooked. Not because they lacked capability, but because they lacked visibility, access, and the right networks. I had navigated my own career without a roadmap, often feeling like I was figuring it out as I went along, and I knew there had to be a better way.
What started as a simple idea to connect women has grown into something much bigger, a platform, a community, a movement. Along that journey, what has become crystal clear to me is that DEI is not solved through policies alone. It is solved through people, through connection, through creating spaces where women can be seen, heard, and supported.
Networks are the infrastructure of opportunity. They open doors, they build confidence, they create belonging, and when they are done well, they become a powerful force for change inside organisations and across industries.
Why Networks Matter More Than Ever
Q: From your experience, why are employee networks such powerful catalysts for progression, confidence and cultural change?
Because they meet people where they are. Employee networks create safe spaces where individuals can share experiences, learn from others and realise they are not alone. That builds confidence, but more than that, networks give people access to information, role models and opportunities they might not otherwise see.
They also act as a bridge between employees and leadership. When organisations truly listen to their networks, they gain insight into lived experiences that no report or dashboard can fully capture.
The real power of networks is that they humanise the workplace. They turn inclusion from a concept into something tangible, something people can feel and experience every day.
From Engagement to Strategic Influence
Q: Many organisations still struggle to connect ERGs to measurable business outcomes. What advice would you give leaders who want to position their networks as strategic assets rather than engagement initiatives?
This is where many organisations get stuck. They see networks as “nice to have” rather than business critical.
If you want your networks to be taken seriously, they must be aligned to what the business really cares about its strategy. That means linking their work to talent attraction, retention, progression, innovation and ultimately performance.
Give them clear objectives. Measure impact. Involve them in solving real business challenges, not just running events. And most importantly, invest in them properly.
When networks are resourced, when leaders are held accountable, and when insights are fed into decision-making, that is when they move from engagement initiatives to strategic partners.
Q: How can ERG leaders strengthen their visibility and authority in a way that drives executive buy-in while remaining authentic?
It starts with clarity. What do you want to be known for, and what value are you bringing?
ERG leaders often do incredible work, but they keep it too quiet. Visibility is not about self-promotion; it is about making your impact visible so others can understand it and support it.
Translate what you are doing into business language. Share outcomes, not just activity. Build relationships with senior stakeholders consistently, not just when you need something.
And stay grounded in your “why”. Authenticity comes from being clear about your purpose and speaking from a place of experience, not trying to be something you are not.
What Real Culture Change Looks Like
Q: What tangible shifts have you seen when DEI and networks are embedded properly? What distinguishes real culture change from performative action?
The strongest networks create a genuine sense of belonging. They open space for voices to be heard and bring important conversations to the surface.
When people feel seen and listened to, something shifts. Confidence grows. Energy lifts. You see it in how people contribute and step forward.
Performative action, on the other hand, is surface-level and reactive. Real culture change is consistent, intentional and embedded into how an organisation operates in its processes, behaviours and leadership expectations.
It is there even when no one is watching. That is when you know it is real.
The Future of ERGs
Q: Looking ahead to the next 1–2 years, how do you see ERGs evolving? What will define the networks that truly thrive?
We are already seeing a shift. There is greater scrutiny, more pressure to demonstrate value, but also a real opportunity for networks to step forward and influence more meaningfully.
The networks that will thrive are those that are clear on their purpose, aligned to business priorities and confident in their voice.
They will continue to create space for people because at the heart of this, it is still about connection and human experience, but they will also become more data-informed and outcome-focused.
Importantly, they will look beyond their own organisations, building connections and sharing insight. These challenges are not solved in isolation.
Why ERGs Are Business Critical
Q: Why do you believe ERGs are essential not just for belonging, but for business resilience, innovation and long-term success?
Because diverse, supported and connected people build better businesses, it really is that simple.
When individuals feel they belong, they contribute more fully. When different perspectives are brought into the room, decisions are stronger. When people are supported to grow, organisations retain talent.
ERGs are not just about belonging, although that matters deeply. They are about unlocking potential, surfacing insight and challenging the status quo.
In a world that is changing as quickly as ours is, the businesses that listen, adapt and truly include will always outperform those that do not. ERGs have a very real and important role to play in making that happen.
About Dr Vanessa Vallely OBE
Dr Vanessa Vallely OBE is one of the UK’s most well-connected women and a leading authority on gender equality. She has delivered keynotes for over 600 organisations, inspiring more than 50,000 women globally, and advises both government bodies and corporations on strategies to attract, develop and retain female talent.
She is the founder of WeAreTheCity and WeAreTechWomen, now a global community of over 80,000 members, and the creator of multiple award platforms recognising emerging and established talent across industries.
In 2018, Vanessa was awarded an OBE for her services to women and the economy, and in 2024 she received an honorary Doctorate of Science from Warwick University.
Join Us at the ERG Blueprint Conference 2026
Dr Vanessa Vallely OBE will deliver the keynote at the ERG Blueprint Conference 2026 on 28 April in London.
Expect an energising and thought-provoking session on influence, leadership and the future of employee networks.