Everyone shines, given the right lighting

By Lindey Beer, HR Director – Talent, learning & Culture, Thales UK

People are my absolute passion and as HR Director – Talent, Learning & Culture I spend more time than I care to disclose, contemplating the future world of work and how I can help our business shape the cultural soil in which our employees flourish. An employee base that represents our communities, and diversity & inclusion is no longer the hot organisational potato of the moment because it is a natural part of our construct.

I am an optimist but also a realist, and working for a global engineering organisation I know only too well that we have a long road ahead of us and that Government, Society and Organisations will need to make considerable changes to how we operate and function if we are to witness the scale of change required in my lifetime.

I am lucky to work for a progressive and forward-thinking organisation, and at Thales UK we believe the best way we can serve our people, as well as our customers and local communities is to ensure that we continuously work to build an environment in which our colleagues feel respected for who they are and the value that their individuality brings. We recently relaunched some of our policies to improve the support to our current and future employees.  Policies such as Workplace Adjustments, Fertility Treatment, EDI, Menopause and Family Matters have all been redesigned to provide support to all our employees.

We want to encourage open communication across the organisation and have created the ‘Be You with Us network’. The BYWU networks are where our employee groups come together to collaborate, challenge, and inform. A member from each network, HR, and guest speakers come together once a quarter to share ideas, agree priorities, and take action to improve the experience of the employees they represent.

I am aware we are not alone and lots of organisations are doing some great work and are trying so hard to shift the dial.  With all that said, the evidence of oppression and barriers to under-represented groups is still there just below the surface. I have seen first-hand how those in more fortunate positions can be blinkered to the issues facing underrepresented and minority groups. I am determined to do more to highlight these biases and open opportunities for all. I am lucky that my role allows me to lead from the front and make the changes we need to see.

That is why, when I was asked by Pro Manchester to support the MACHO event and framework, I jumped at the opportunity. I am passionate about campaigning for change and promoting the concept of Allyship and wanted to share some of the learning and practice we have experienced at Thales with other organisations and champion for change.

At the heart of this simple framework, is the basic requirement for those more fortunate to support people who are different. That is, it! I am confident that after Rebecca Rennison from EY takes you through the MACHO framework and you hear from the panellists’ experiences, you will be moved to take the first actionable step.

I look forward to hearing more from the panellists at the event and helping aid the discussion.

Let’s start this journey of Allyship, together!