Making kp more inclusive: Building the foundations of VOICED

Workplace culture can have a far-reaching impact on employees’ sense of belonging and productivity, which is why employee resource networks are at the heart of many successful organisations. When it comes to race and inclusion, I felt compelled to drive the change I wanted to see within kp.
kp strives to be a company where everyone has a voice and this was emphasised back in September 2021 when we launched a Diversity, Equity & Inclusion (DE&I) strategy - kp is me. This set out a mandate for how we’d build a diverse workforce and create an inclusive environment; at the core was the desire for everyone able to bring their authentic self to work.

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The vision is sound, but for every business that commits to a DE&I strategy, there also needs to be a commitment to build a foundation of understanding and empathy. Personally, this is where I think employee resource networks (ERNs) and the volunteers behind them have a vital role to play..
Imojen Jean
Chair of VOICED and Communications Specialist, Sustainability at kp
SMILEing Boys eventFor me, the decision to set up an ERN for race and ethnicity was an easy one. I’ve known too many people who have experienced discrimination at work, during their education or simply in their daily lives. And as a global organisation we are lucky to have people from so many cultures that we can celebrate. So as soon as there was an opening to start an ERN, I put forward VOICED - Voices of Inclusion Celebrating Ethnic Differences - as a proposal.
 
This month marks VOICED’s first anniversary. A year on my reason for getting involved remains the same, but I’m now joined by passionate colleagues and together, we’re making our voices heard.


Equity and inclusion matter in the workplace

kp operates across 18 countries and serves around 8,000 customers so there was a need to establish a range of forums where multiple topics could be explored and addressed. Comprising employees who connect in the workplace based on shared characteristics or life experiences, our company is fortunate to have four active ERNs, each championing diversity, equity and inclusion across kp.
 
VOICED is focused on promoting our ethnically diverse and equitable workforce at every level of the business where everyone has a voice. 

We exist to:
  • Inform everyone at kp about, and celebrate, diversity in all its forms.
  • Build a strong support network for ethnic minorities working at kp.
  • Advocate within the business for the promotion of DE&I.
  • Promote career advancement for ethnic minorities working at kp.
  • Increase kp’s visibility as an employer of choice for ethnic minorities.

Be kind to yourself and acknowledge change takes time. Colleagues often have to remind me to take a step back and celebrate the progress we’re making.

Top tips as you start an employee resource group

Whilst each company is different, and you need to build any ERN activity on the needs of those it seeks to represent, I would recommend you:

  • Can clearly articulate your ERN’s purpose.
  • Make it easy to join (or contribute more ad hoc to) the ERN.
  • Secure leadership support.
  • Ensure you create safe spaces for discussion.
  • Set annual goals and share the load amongst members.
 
I’m continually inspired by the work of kp’s Women’s Network, kp Ability (disability), and kp Balance (wellbeing and mental health). If similar networks exist in your organisation, I’d suggest checking in with other groups to share best practice.
 
And finally, be kind to yourself and acknowledge change takes time. Colleagues often have to remind me to take a step back and celebrate the progress we’re making.

Colleagues are the magic ingredient

I’ve taken a lot from being part of VOICED, but it hasn’t all been plain sailing. As everyone involved volunteers their time, we all need to balance the commitment with the demands of our day jobs. I think there is a critical mass needed to ensure momentum doesn’t stop, and I know our network only functions thanks to the dedication of our members. I appreciate you all::
  • Hannah Godfree
  • Ravi Kalkunte
  • Aysha Raja
  • Kecia Hembry
  • Elysia Rogers
  • Andreea Mihaila
  • James Christmas
  • Jhonatan Elizondo
And thanks to Alan Richards, Chief Operating Officer and Head of Corporate Sustainability, who is VOICED’s executive sponsor. His contributions have certainly helped keep our work on the leadership agenda.

Reflections, achievements and future goals


Having experienced and witnessed discrimination during my career I stepped forward to help drive the DE&I agenda by launching VOICED. I’m glad I did. It has been a journey, but I believe that a greater diversity of people and thought will help our business succeed. Ethnic diversity and inclusion feed the development of more innovative solutions, support talent acquisition and retention and has even been shown to directly impact financial performance.
 
In the past year, VOICED has held a psychological safety workshop and facilitated kp’s membership to Business In The Communities’ Race at Work Charter, which asks businesses to agree to take seven key actions to improve the quality of opportunity in the workplace for ethnically diverse employees. We’re currently looking at how the business can capture ethnicity data and are driving the updating of a couple of key policies. Our next company-wide event is planned for November, which will shine the spotlight on the importance of equity, especially in light of current events globally that have contributed to racial tension.
 
As I look ahead to the next 12 months, I hope we continue to build the VOICED network and keep educating and engaging with colleagues. I know we will have challenges, but I also know we will have successes. I’m proud to play a small part in making kp an even better place to work – a place where everyone is respected and valued for their contribution, where we’re all treated equally, and where we’re all heard.

Imojen Jean
Chair of VOICED and Communications Specialist, Sustainability
Klöckner Pentaplast

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