What I learnt managing the UK Disability Confident ERG Network

Wow! My two years of leading the UK Disability Confidence Network Employee Resource Group (ERG) at GSK has come to a joyful end. I say joyful as I know it is in safe hands with two amazing co-leads and a team who will do a great job growing the network and continuing to raise awareness of both visible and invisible disabilities.

Leading the network and changing the narrative of people with disabilities being accepted in the workplace is my mission. I have first-hand experience of living with an incurable, invisible and degenerative disability. This has brought many additional challenges to my life, so it is very important to me that I create change for people with disabilities by being their voice.

People with disabilities are often seen as a burden or unable to add value to this world — this is completely wrong. I truly believe everyone is unique and has value to add. With the right support, a nurturing environment and help to develop their skills, people can achieve so much.

Leading GSK's UK Disability Confidence Network has been both challenging and rewarding, helping me grow personally and professionally.

Some of my proudest achievements

• Growing UK membership from 5 to over 150 people (and still growing)
• Leading a team of passionate individuals of different seniority
• Hosting over seven successful events including lunch & learns, panel discussions, external guest speakers and pilot training courses
• Running a very successful leader allyship video campaign
• Speaking at senior leader meetings and external conferences
• Featuring on the CIO's podcast for Consumer Healthcare, talking about normalising the conversation on disability in the workplace
• Being interviewed by the CEO of Consumer Healthcare, sharing my story of living with an invisible disability and how we can become a more inclusive workplace — 'being curious starts with a question'
• Disability awareness now forming part of our mandatory inclusive culture training
• Ensuring ERGs are part of onboarding packs for new joiners
• Having people representing diversity and inclusion — especially disability — at our manufacturing sites

The most challenging part of managing the network has been getting our voices heard on why disability is so important in the workplace. Disability is usually the 'forgotten' diversity group, always least focused on when discussing DEI priorities. It hasn't all been plain sailing — there have been moments when I thought this was too much on top of my day job. But looking back on what we achieved over the past two years is mind-blowing and warms my heart. There is so much more to do in the diversity and inclusion space, and without ERGs we couldn't achieve it.

Seven key things I learnt about leading a successful ERG

• Identify a sponsor — someone senior who is passionate about the topic and can help remove blockers.
• Build a team of passionate, driven people with cross-matrix skills to help drive your agenda.
• Develop relationships and work collaboratively with other diversity ERGs — joint events are powerful.
• Partner with external organisations that have expertise in your topic (Stonewall, Business Disability Forum, PurpleSpace, etc).
• Be an advocate within your own team; get senior leaders and colleagues involved in your initiatives.
• Host events across your organisation to raise awareness of your network — lunch & learns, guest speakers, quizzes.
• Allyship is essential. Have allies, be an ally, and speak up when things aren't working or people aren't being treated right.

The work of ERG leaders is not often recognised or rewarded and is undervalued, and this can be disheartening. But don't give up — keep going. Your voice and actions ARE making a difference, not just for the current generation but for future generations.

I want to thank all my colleagues and friends who have supported and encouraged me to keep going — I appreciate you.