Executive Leadership Team member Aleš Struminský draws on his own experiences during a 20-year career with Imperial Brands to underline the importance of diversity, equity and inclusion in the workplace.
As a business, we have a huge social responsibility to ensure people feel they truly belong and that everyone is treated fairly.
I’m a strong believer in diversity of thought. As a leader, it's important to me that everybody is heard and can contribute, and for me that’s how Diversity, Equity and Inclusion (DEI) also drives business results.
We are a global organisation and if our employee population mirrors our consumer base, we will be in a better position to understand and to meet consumers’ needs.
And this why I encourage people to ‘be themselves’ at work. I want everyone to feel valued and that they belong at Imperial Brands. This commitment comes from my own experiences of overcoming challenges early in my career.
When I joined, the company was dominated by white, middle-aged men, mainly from the UK and Germany. Reflecting on those early days, I remember feeling like an outsider myself.
But despite being an introvert and a non-native English speaker, I was given opportunities because others saw the value I could bring to the business.
My journey at Imperial Brands has allowed me to live in various countries, experience different cultures, and meet a diverse range of people. As the sponsor for DiverseABILITY, one of our four global Business Employee Resource Groups, I’ve learned that not all disabilities are visible and that it’s difficult for people to be open about their needs. As leaders, it’s imperative we understand how to support them.
Over the past few years, we’ve made significant strides toward creating a more diverse and inclusive working environment. Yet, there is still much more to do, especially in terms of female representation at senior levels.
A key element of that ongoing shift is getting a better understanding of our colleagues and their needs. Building accurate demographic information is the only way for us to truly measure whether everyone, regardless of any aspect of their identity, is treated equitably.
In our recruitment, I believe in giving everyone an equal and fair chance, and to make decisions based on who the best talent is. Ensuring a fair representation of candidates helps with that.
For me, DEI is about taking ownership for the role that we play in the communities in which we operate.
What we can all do is show interest in the people around us and demonstrate empathy. I encourage people to open up about their needs and their experiences, in the knowledge that as leaders, we’re here to help them overcome barriers and achieve their goals.
