At Enterprise Mobility, we’re proud of our commitment to building an inclusive workplace where all team members feel seen, valued, and empowered. In this interview, we speak with Ashley, a Talent Development Specialist, who brings a unique intersectional perspective to the team.
As someone who identifies as a proud, Black Caribbean bisexual man, Ashley shares how his personal experiences shape his work and how the support he’s received at Enterprise Mobility has helped him thrive.
Could you please introduce yourself and provide an overview of your role within your workplace?
My name is Ashley, I work as a Talent Development Specialist at Enterprise Mobility, which means I am part of the team responsible for training and developing the future leaders of our business. My role is to provide training for employees across all levels to bridge knowledge gaps and help them to achieve their full potential.
Can you reflect on your journey in the workplace, discussing the challenges you have encountered and the strategies you employed to overcome them?
I am a Black Caribbean, bisexual man that comes from an underprivileged single-parent family working in a function of HR, which is a female- dominated field. Throughout my journey, it has felt as though I have faced a multitude of challenges surrounding my race, socio-economic background and more. Instead of succumbing to doubt, I've cultivated a robust support network comprising of leaders from diverse backgrounds who not only uplift me but also challenge me to excel. Embracing my unique journey, I've learned that authenticity and resilience are the cornerstones of success, enabling me to rise above perceived limitations and inspire others along the way.
Share with us some of the personal successes or achievements that you take pride in as a professional with diverse intersectional identities.
I am who I am today because of the challenges I have overcome, so empowering others to overcome barriers is extremely important to me. I never dreamed I would be responsible for introducing new employees to their careers and inspiring them to reach new heights through hard work and dedication. However, through my strong performance, I was encouraged to apply for the role and now I can use my influence to help others see that diversity is not a barrier to success. I lead diversity modules that help others challenge unconscious biases, understand how behaviours and language can exclude or include a workforce and how they can be more inclusive leaders through day-to-day activities. I have so much pride in the work I do and how I get to interact with others to create a safe environment for all employees.
How do your various intersectional identities impact your professional journey, and how do you leverage these aspects of yourself?
My diverse experiences and perspectives have made me who I am today, and there is only one version of me. I try to use my background and story to be relatable to others who have also experienced identity-based struggles and/or self-doubt. I try to be intentional to leverage different aspects of my diversity to help me build relationships, and to help bridge knowledge gaps across the business. As someone who did not know what the professional world looked like, I try to help entry- level employees understand our business and how to conduct themselves in a professional environment, as not everyone has had access to this information or understanding. I also try to advocate for these individuals by educating team members on the role that diversity can play in performance. Not all employees learn the same way or have the same expectations in the workplace.
Is there a specific story or experience you can share which shows the organisation’s commitment to providing equal opportunity for all?
Ten months into my career I applied for a promotion that others with more than twice my tenure applied for. I put my everything into that application but heard whispers that others were more qualified as they had more time in the business. When the hiring manager called me to give me the outcome, I braced myself for the bad news, but was instead offered the job. I asked her why she chose me, and she told me that within the short time I had been with the organisation, I had demonstrated my capabilities and had more success than the other candidates, and so she had faith I would do great in the role. It was incredible to know that my merits made me the best person for the job, and my diversity was not a deterrent. I have seen this throughout my career through my own progression, and through others around me.
In what ways has your identity influenced your leadership style and your ability to mentor and support others in the workplace?
I do not believe I am unique in the workplace; I think other Black people, other people in the LGBTQ+ community, other people from low socioeconomic backgrounds all feel like we do not fit in at some stage of our careers. I am sure even workplace majority demographics feel excluded at some point. But through my career, I have felt empowered to make change where I can. To progress in my career and attain enough authority to lead positive change in the workplace.
