We caught up with Eldon Garnett, Managing Director – Nuclear, about the PLACE event and why embracing inclusion is crucial and far from a box ticking exercise.
Firstly, what does PLACE mean?
People: We treat people and groups fairly based on who they are, rather than on stereotypes.
Language: We choose our words and actions carefully and with consideration of the impact they may have on others.
Authenticity: We recognise who we are and our personal limitations and have an open mindset to view how others experience the world.
Courage: We speak up and challenge the status quo with others, with the way we work, and with our own beliefs and behaviours.
Environment: We continually look to create a culture of inclusion and respect.
Why have we decided to embrace PLACE?
PLACE was created so people remember. It makes you think about the people you meet, how you communicate using the right inclusive terminology and in an open, transparent and authentic ways. It gets everyone thinking about how they will weave it into their lives and, collaborating with their teams, the workplace. It gives them the courage to challenge and create an environment where everyone has a voice. PLACE isn’t a one off and about the event, as powerful as that is as the starting point. It’s a golden thread that runs through everything related to our people: from interviewing, onboarding to our learning and development strategy, and of course our daily lives.
Why was this event different?
It was an interactive event that brought us together with people with a wide spectrum of backgrounds and identities. They held small discussions giving their insights and experiences both inside and outside of the workplace on gender, race, religion, sexuality, and disability. Their stories ranged from late diagnosis with Autism and ADHD, cancer survival and sexual harassment to immigration, transitioning and gender fluidity.
Why did we hold the PLACE event?
The aim of the session was to challenge misconceptions and bias to create a better understanding of people. As well as raising awareness, it was also designed to give team members more confidence in having conversations and engaging with people who identify in different ways. For us inclusion isn’t a “nice to do” or “nice to be seen doing”. As the business evolves and grows, and the world continues to change, we need to live and breathe it every day – not just at work but in our lives more generally.
What did you take away from the session as a Leader?
I personally found it thought provoking, informative and inspiring. Without doubt it was challenging, but that was really the point. Inclusion is a huge and complex topic, not just in the construction sector, but across industry and society in general. We need to be proactive in addressing it. We need to strive to be better. It’s vitally important that the team, and the business, commit to pushing this agenda. Put simply, it’s the right thing to do. We have a collective responsibility for ensuring the business is more inclusive.
What would you say to people considering joining the Morgan Sindall Infrastructure team?
We need great people, and we need you to be you. Our people need to feel empowered and supported if they are to be their best self. I’m proud of the fact that we’re known for being a welcoming, friendly and supportive company. But we never stand still and, as I’ve said, we’re always striving to be better. You have a golden opportunity to be part of our journey. What are you waiting for?!
If you’re looking for a new career opportunity with a responsible business that truly values its people, take a look at our vacancies here.