Creating an inclusive and supportive environment for team members is crucial for fostering a welcoming workplace. We caught up with team member Jess, who started as a Graduate Management Trainee and has progressed to a Talent Acquisition Coordinator at Enterprise Mobility. Jess shares her personal experiences living with a disability and how Enterprise Mobility has been a true partner in creating an inclusive and supportive work environment for her.
What initially attracted you to Enterprise Mobility?
I wanted a career, not a job! A place I could stay and progress for time to come, and I felt Enterprise Mobility offered this. I joined an International Women's Day celebration prior to my start date where the discussion strongly emphasised the importance of intersectionality. So being a working class, first generation, neurodivergent female, I knew that I would find my place in Enterprise Mobility, and that I have.
What sets the organisation apart as an employer?
Joining a global organisation of over 90,000 team members, it would be easy to assume you're just a number, or a small fish in a big pond, but that's never been the case. Our mentorship means that I can reach out to anyone in the company, and they will greet me with open arms, offering me time in their day to talk about my career.
What do you like most about your job?
I love that I get to speak to so many amazing people every day, whether that be my customers or my co-workers. Never have I felt alone in an experience because as an organisation we are so encouraged to bring our whole self to work, whether that be a celebration or a tough time, someone will be there for you. I think this is why I have made so many amazing friends in my 3.5 years with Enterprise Mobility, because I genuinely love my job.
How was your team and leadership supported you during your career at Enterprise Mobility?
I have been supported by both my team, my mentor and leadership. This has not only enabled me to perform my day-to-day responsibilities to the best of my ability but has also encouraged me to explore areas of the business that align with my interests and passions. For example, I’m a member of the Disability and Wellness Employee Resource Group, where we create connections, offer support, and drive positive change in the disability and wellness space within the organisation.
What do you want others to understand about your disability and its impact on your life?
I have dyspraxia and dyslexia. Dyspraxia or Developmental Coordination Disorder is a neurodevelopmental disorder that impairs the coordination of physical movements due to brain messages not being accurately transmitted to the body. Dyslexia is a learning disability that affects both reading and writing. I understand it as the dyspraxia is the physical, making me extremely clumsy and the dyslexia is the mental, and means that growing up I struggled with things such as learning to read and telling the time. As an adult, this perpetuates in affecting my memory, concentration, communication and unaided organisation. As you can imagine, as an adult in a world where these things are expected of you, this can translate into anxiety around change, social situations and unclear expectations. I often find myself avoiding networking situations, where I need to respond to people on the spot. I wear a digital watch because it takes me longer than the average person to tell the time, and I prefer written communication as it gives me time to process prior to getting back to someone.
What are some barriers to inclusion that others can help eliminate?
I feel clear communication is a massive one among the neurodivergent community, but equally this benefits everyone. "Have this done by end of play" is common in the corporate world but what is it you're asking me to do? Should I make notes? Should I highlight? When is end of play? Is that today, end of week? This is unnecessary stress for anyone, especially someone neurodivergent. Equally if planning to call on someone to share in a meeting, make them aware prior, this avoids the awkwardness of not knowing what to say, how much to say, what facts you wanted. This seems simple to most people, but to neurodivergent people this opens a can of worms when it comes to anxiety and struggling to assess the social norm in that situation. Most of all be patient and assume the best intent. It's common for neurodivergent people to sound very blunt and to the point, to neurotypicals this may seem rude, but in fact they were answering your question. Assume people's best intent!
What advice would you give someone with a disability interviewing at Enterprise Mobility?
I would say disclosure is amazing, never be ashamed of who you are and what you bring to the table. This has been extremely valuable in my career. However, it's not essential, the organisation’s focus is on making you work to the best of your abilities every day, therefore, if you don't feel comfortable disclosing your disability, you don't need to. Just be sure to make your manager aware what adjustments can be made to ensure you are able to work at your best - after all that's what matters!
