Interview
I have also completed various certificate programmes to ensure that I am officially trained in as many components of D&I as possible.
With a previous background at Exertis, how have you driven the company’s D&I agenda and what benefits have been gained from being a contributing member of AVIXA’s Diversity Council? AVIXA started a Diversity Council just a few years ago. I joined in its infancy and learned so much from participation. I highly suggest anyone interested in D&I to join different organisations to broaden your understanding of the many layers of diversity. Early on, I worked on the Education Committee to help create
the AVIXA Mosaic Scholarship and helped support the initiative for their 1st diversity survey. Today I am involved with the diversity council’s executive committee and am currently working to support Frank Padikkala, Diversity Council Chairperson’s key initiative to expand the council’s global efforts.
Please could you tell us more about being a co-lead for DCC’s Inclusion & Diversity project workstream and co-chair of the AVIXA Women’s Council of Western New York? In early 2020, as a result of our global HR forum, six key workstreams were agreed. I was selected to jointly lead DCC’s Inclusion and Diversity workstream with Karen Birch, Head of HR for FloGas Britain, a DCC company. We have representation from a wide variety of business on the workstream, which gives a range of perspectives on D&I initiatives within the business.
Our focus has been on creating shared direction and commitment
on key initiatives that have the most impact on affecting cultural change. Our focus has been about ensuring our workplace cultures are enriching and empowering for everyone, where people can be themselves at work. Te AVIXA Womens Council of WNY is about supporting and
empowering women who work in the technology and AV industry. We have four co-chairs from four different companies within the ProAV industry working together. Covid stalled many of the in- person initiatives we had planned. However, we are moving forward with quarterly events in 2022.
Why is your new role such a crucial role to achieving a more equitable, diverse and inclusive workplace? I believe my role is only one part of achieving a more equitable
and inclusive workplace. Te diversity & inclusion programmes we create in the next year will lay the foundation for the more diverse and inclusive company that we will become tomorrow. However, diversity and inclusion must happen at all levels, our HR community, managers in all functions and at the senior leadership level. To achieve a more diverse, equitable and inclusive workplace, D&I has to be embedded in our culture.
Why was this role created? As a business we are dedicated to ensure that diversity and inclusion continues to be core to our strategy, and the evolution and
www.pcr-online.biz
June 2022 | 49
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52
