POSITIVITY
INCLUDED
Events like International Women’s Day can inspire change and start important conversations, says our new ED&I manager Shaminder Uppal
Growing up part of a South Asian family in Newcastle, Shaminder Uppal became aware very quickly of inequalities and prejudice in society.
The resilience this gave her, plus a career spent in social work and equality and diversity leadership roles, means she is ideally placed to help Arriva Rail London on its journey to being a better, more representative place to work.
Shaminder joined ARL in January as equality diversity and inclusion (ED&I) manager – a role created following last year’s Culture Review.
Part of her work will analyse the statistics to understand exactly where ARL needs to improve the representation of ethnicity, disability, gender and neurodiversity. This will help form the company’s overarching ED&I plan.
For Shaminder, another objective is encouraging conversations, celebrating positives and helping colleagues feel truly valued.
“There can be words and plans based on the statistics, but unless that feels different to colleagues at every level, then it does not have the impact we want,” she says. “My role is to work with colleagues at all levels to ensure everyone is respected and celebrated for what they're able to contribute.”
Starting conversations about all forms of imbalance is why events like International Women’s Day on 8 March are so important.
“These days, especially with social media, it’s much easier to showcase successful women whether they're in business, presenting the news or playing football,” says Shaminder.
“Even in our traditionally male-dominated industry, women are smashing glass ceilings. We have more female drivers, and while there’s still some way to go, our senior leadership is more diverse than it was.
“International Women’s Day is an opportunity to showcase that and to think more about the challenges experienced every day by female colleagues or those from a different background, or with a disability.”
Shaminder will be meeting colleagues across the network to start some of those conversations.
“Sometimes, with diversity and inclusion, there can be a fear of saying the wrong thing,” she says. “We need to create an environment where it's OK to have a clumsy conversation if the intention is to understand and move forward. I like to say it’s ‘calling people in’ rather than ‘calling them out’. Not having those conversations, though, is what feeds the stereotypes that we've had for generations.
“It also helps us learn how we can improve as a business. If you're a line manager and your team isn't as diverse as it could be, what tools and resources could help to change that?”
Shaminder counts civil rights activists Maya Angelou and Rosa Parks among the figures who inspired her, along with pioneering scientist Marie Curie. Equally important are those unsung heroes in everyday life. “My mum and other female family members, plus a number of colleagues, supported and allowed me to feel heard and understood,” she recalls.
“I always say, ‘you might forget what someone said, but you'll never forget how they made you feel’. These people remind you that, regardless of gender or background, you can achieve anything.”
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