I joined kp thirteen years ago. I love my job, and I’ve had the opportunity to move roles and build a great career. I’ve got my dream job. What more could I ask for? Well, as with society and many organisations, there is still more we can do around inclusion.

 
At kp, we’re on a journey. Our Diversity, Equity & Inclusion (DE&I) strategy – kp is me – sets out a mandate for how we will build a diverse workforce and create an inclusive environment. A lot has been achieved since the strategy’s launch back in September 2021, but by working together, I believe we can do more.

 
With around 5,600 employees and global operations, our four ERNs - kp Balance, kp Women’s Network, VOICED and kp Ability - are playing a huge role championing diversity, equity and inclusion across the business.
I have to admit, I was really excited to become the Chair of kp Ability. As kp’s first ERN, kp Ability launched in 2022 and set its sights on breaking down barriers and removing stigma, to erase the sort of unconscious bias that affects many people with disabilities during their careers. I’m incredibly proud of the Walk in My Shoes site audits we’ve undertaken, policy updates we’ve instigated, and I was delighted when our company websites adopted the reciteme.com accessibility tool. But there will always be other challenges for us to address…

 

Navigating through tough times

After a tough year personally with my MS, and a very busy work schedule, I needed to take a step back from volunteering with kp Ability. So, it is on IDPD I find myself taking stock and feeling we need to reinvigorate this little network (that could be so mighty) and continue to be advocates who are comfortable addressing key issues and asking for support.

 
Sometimes the day-to-day challenges can feel overwhelming. But taken one by one, some of these challenges start to feel surmountable, so I’ve outlined key action areas to get us back on track.

 

• An effective network needs clear aims and objectives. By setting out why it exists and how it will operate, and making these details available to all colleagues, you’re setting yourselves up to be accountable. We did this with kp Ability, but we probably need to review these and remind everyone why we exist and what we’re about.
• Creating a community to support persons with disabilities. My vision was to form a group that could work together, along with allies. But this has been harder than I envisaged. I’ve always been very open about my disability, but for others, there’s still a stigma and even a fear of disclosing the full them. Whether you are affected by disability directly, or you have family and friends who are, it is so important that we raise awareness of how common it is and how we can make life more inclusive to all.
• Ensuring ongoing buy-in from senior leaders. This is a big one for any ERN. Senior-level commitment is essential in helping raise the profile of our work. Going forward, this will be instrumental to our ERN’s future success.
• For an employee network to be a truly effective tool it must be a vehicle for the employee voice. Those who know me will testify that I have a way of making myself heard, but without wider representation from colleagues and allies, we can’t inclusively address key topics and issues.
• Boundaries are necessary. When times are tough, resilience is key, but self-care can easily get forgotten. This is a non-negotiable for me with MS, so I need to set boundaries, take breaks and prioritise my mental and physical health. And I will always remind others who volunteer to do the same.

 
I believe ERNs are a great way to channel passion from those of us who want to drive change, and I know they can do so much to help create open, inclusive environments. However, I think it’s important that companies don’t place too much responsibility on those running ERNs to drive inclusion matters. I don’t think companies do this consciously, but it is something to guard against.

 
I also think ERNs need to reset and re-energise every once in a while. Now feels like the right time for kp Ability to do this, and its future success relies on gathering internal support for the work we’re doing in order to keep going.

Reflections, achievements and future goals

Whilst yesterday was International Day of People with Disabilities, and we must celebrate the achievements and contributions of people with disabilities, it also needs to serve as a reminder that there is still so much to be done to increase awareness, understanding and acceptance.

 
Contrary to popular belief, I feel things are getting harder with each passing year. Laws are drafted and policies are passed, yet meaningful implementation of disability rights doesn’t always materialise in tangible ways.