To celebrate International Women’s Day, we invited three brilliant women at Blis to answer some questions and help us all #InspireInclusion this week.

Today we spoke with Becky Martin, one of our UK Group Heads. Check it out!

1. What were the one or two most important career moves you’ve made to feel more included, and why?
   
   I started my media career 17 years ago and have only worked at four different companies.  I have been so fortunate to work for great companies that I have never had to base a career move on the fact that I didn’t feel included. At a previous company, I was asked to apply for a job in a different team, which happened to be a more male-skewed team at the time. When I made this move internally, I was only four months into my new role, and I fell pregnant. At first I was worried this would hinder my career, taking a year out for maternity leave. However, it had the opposite effect, and I was, in fact, promoted within six months of returning from maternity leave. I have recently started my career at Blis, and as for everyone, it is very daunting starting a new job, especially with the added pressure of having two small children to raise. However, I feel very fortunate because of the team I work with and the leadership team; I have felt included and understood and never questioned if I needed time away from work to attend to my children.
   
   
2. What is the most important challenge we still need to tackle to become a more inclusive industry?
   
   As an industry, we are making great strides to become more inclusive. However, a quote went viral last year on social media that resonated with me: “Women are supposed to work like they don’t have children and mother like they don’t work”. As I have mentioned, I have been fortunate to work for great companies where I have been able to progress in my career while taking time out to raise my children. However, I believe there is still some work to be done, not just for working mothers but for becoming a more inclusive industry all around. Despite efforts to promote inclusion, there is still a struggle with issues such as unequal access to opportunities, discrimination in hiring and promotion practices, and a lack of representation of marginalized groups in leadership roles. 
   

    

3. What does #InspireInclusion mean to you?

   
   Regardless of their background, identity, or abilities, every individual feels welcomed in every aspect of life, whether in the workplace, home life, or social settings. It is about breaking down barriers and making everyone feel accepted and no judgment. Everyone should feel a sense of belonging in all walks of life.
   

4. What can people and companies do to help #InspireInclusion?
   
   Education and training on unconscious bias, privilege, and inclusive leadership can help raise awareness and promote behaviours supporting diversity and equity. Addressing the challenges collectively as an industry, asking for support from leaders and employees to create a more inclusive and fair environment where everyone has the opportunity to succeed regardless of their background. Having relatable role models in senior positions. Having great leadership at the top to shout the wins and champion the employees to make them feel included. This way, talent will be retained.