Cherie is a mother of two primary-aged children who has worked within the HR profession for 20 years. She has a passion in making changes in workplaces that enables a positive experience of belonging and inclusion.
What do you see as the biggest opportunities that organisations can take right now, and how do you suggest they leverage this?
“Communication, specifically listening and talking, has the potential to drive long-term positivity and is especially important right now, as global attitudes towards inclusive culture programmes face challenges. Many people are experiencing a spectrum of emotions, including fear, sadness and fatigue. Employee-led networks can be great catalysts for supporting people and provide safe spaces for discussions, connecting with others, and sharing experiences and ideas.
It is important to highlight though that while employee networks are fabulous to have in an organisation, their members may also be feeling the brunt end of the negativity taking place externally. This is where everyone else needs to stand up. Going back to basics, leaders should prioritise checking in with their teams to understand how things are. Ask if there’s any support that they need, either because they are directly impacted by events, or they assist others who are. Often, positive impact does not need to be grand or costly; simple actions can make a significant difference.
Some initiatives I would promote include:
- Flexibility in work arrangements: Emotional stress can disrupt sleep patterns, so allowing employees to have flexibility in when and where they work can be tremendously beneficial. This enables individuals to start and finish work according to their needs, which can greatly alleviate stress.
- Regularly asking “How are you doing?”: Demonstrating empathy and compassion is crucial. Even if there’s nothing specific that can be done to help, the act of asking and showing concern can lighten someone’s emotional load.
What do you love about what you do?
“For nearly 20 years I have worked in the people profession, many of those years dealing with people data, developing HR processes and policies to create a better experience at work. I studied Human Resources at university because I had no idea what I wanted to do for a job, and HR sounded interesting. I’ve found a real sense of purpose in my work, whether it’s making the workplace more accessible or advancing our family policies towards equity, the impact resonates deeply with me. For me, it’s about making a tangible difference in the workplace, fostering an environment where everyone feels more that they belong and can contribute where they are able.
Much of what I do and say translates to my role as a Mum. What I am learning in my day job is blending into my role as a parent. I hope that I am teaching my two young children to think with an inclusive mindset and be kind and thoughtful of others as we can never assume what we know about a person – never judge a book by its cover.”
What advice would you give to someone who wants to become more inclusive, either professionally or personally?
“I would suggest embracing curiosity and bravery, and importantly, connecting with people who can guide and support your efforts to broaden your understanding of what inclusivity means in different situations. For me, I can do this easily at work as I am surrounded by open, thoughtful and intelligent people who know so much more than me on matters of diversity and inclusion. On a personal level I find this more difficult. Even with my self-described “basic” level of understanding of diversity and inclusion, I am silenced by how little others may know, and more so astounded when those people work in institutions such as schools.
In my own experience, the place where I work has made significant strides in embedding inclusivity across its operations, not just within the people function but throughout all organisational processes. For example, new office spaces have been designed with accessibility as a priority, and our websites and online content are developed with input from our inclusive culture networks and inclusive culture team for guidance. People from across our business have been consulted with when new policies are created, or ways of working are changed.
Achieving this level of inclusivity hasn’t been without its challenges. We’ve made mistakes along the way, but through collaboration with experts in diversity and inclusion, listening to our people and their lived experiences, we are learning and improving. This journey has taught me the importance of continuous learning and collaboration. By being open to learning from others and willing to make bold changes, you can make a significant impact on fostering an inclusive environment.”
ally? What’s your vision for diversity and inclusion – both in your organisation and in society?
Organisationally – These reflections are not based on where I work now, but for all businesses. I would like for the “day job” to be less tiring. When a inclusive culture function does not exist to create the inclusive ways of working but elevates them because they already exist.
I wonder, will there be a day when we are not categorised by our diversity statistics? Will we stop counting how many women, people of colour or those with a disability are in the room [making sure that a quota has been filled]. Without this there is not true belonging. It is important that everyone is respected and listened to, and not because they identify with a protected characteristic.
I would like for barriers, perceived or real, that prevent people from applying for a job they to no longer exist, as a minimum, employers need to be explicit in what they can and can not do at the attraction stage of their hiring processes. Too often I have heard of people going for a job interview and on the spot being asked to take a test, with no warning, consideration or understanding that for most people this would increase stress, but for those with neurodivergence would find this so stressful it could be detrimental to their interview.
In society – this is by far harder to answer than anything else here. “Imagine all the people, living as one”. John Lennon wrote some beautiful lyrics in the 1970s, and now 50 years later that vision has not happened. I am sure that in some parts of our society it won’t happen – some beliefs are so ingrained they may never go – but these need to be the minority. I hope that with all the negative changes stemming from America that we will band together and unite against what I hope most people see as a dangerous step backwards. If we continue to elevate one another and use our voices as positive amplifiers for those who may not feel they can speak out, this can use our positions of privilege to support others.
