Your committee recently launched a campaign promoting women representation in the fibre industry. What are some of the biggest challenges you’ve faced in promoting diversity, equity, and inclusion within the fibre industry? How do you think women talent can make an impact in our industry?
One of the biggest challenges we faced at the start of our work as the "Women in Fibre" Working Group five years ago was drawing attention to the topic of gender balance as a key factor for the success of the fibre industry. Over time, we have gained more interest and evolved into a structured Committee within the Council, enabling us to further extend our influence on this important issue.
The video campaign we launched this year showcases, through 8 different testimonials, that it is possible for women to realize their full potential and have a meaningful impact in our industry. Moreover, it demonstrates that everyone can thrive and achieve their personal and professional goals, regardless of gender. The campaign offers concrete examples that deliver a clear message to everyone, with a special aim to inspire young women considering the fibre industry as a career path.
I believe that this campaign effectively conveys its message. I find it incredibly inspiring to see the variety of roles, experiences, skills, and competencies that all the colleagues involved in the campaign brought to the table. I believe we all have the potential to make a significant impact on our industry, and this campaign highlights that in a comprehensive and very inspiring way.
Two years ago, you released the Gender Diversity Survey to help establish a baseline view of gender diversity within the fibre industry and support the activities of your Committee. Comparing those findings with today’s reality, would you see any changes in the way Diversity, Equity, and Inclusion matters are tackled by companies and organizations?
The Gender Diversity Survey was issued about three years ago. During this time, Diversity, Equity, and Inclusion (DE&I) have gained unprecedented significance and have become part of the agenda for many companies, not only in our industry. I am pleased to see that DE&I has largely evolved from a simple tick-box exercise to a strategic management consideration, as demonstrated with facts and figures by the CEOs who presented at our recent workshop at the FTTH Conference 2024 on this subject.
However, when looking at the most up-to-date reports on the topic, the data reveals that a significant number of companies still do not publicly report on diversity metrics. Many have not set targets to work towards in this area, and they lack public information about the initiatives they have in place to improve. Therefore, there is still much work to be done to achieve a higher level of inclusivity and equity in our industry. This is the primary reason the FTTH Council Europe established our Committee. Based on what we are observing as active members, it still requires focus, tenacity, and hard work.
We are well-prepared to face this challenge and are committed to continuing the work we started with the persistence and determination that the team has demonstrated so far.
In the picture on the right, action from the Diversity, Equity & Inclusion workshop session at the FTTH Conference 2024, in Berlin.
What are the best practices to foster diversity in the workplace?
I believe that an environment built on trust and respect, where people can collaborate while bringing their personal work styles, unique backgrounds, and experiences, can help foster inclusion. An important aspect companies should focus on is creating a workplace that is open-minded and grounded in an inclusive culture. Encouraging the use of inclusive language is a key step in building an environment where everyone feels comfortable and can fully express their potential.
This foundation requires continuous growth over time to establish a culture of inclusivity that removes barriers for diverse individuals in every sense. A workplace that supports and celebrates differences, as we demonstrated with the video campaign this year, can have a significant impact on quality and success. Furthermore, as we discussed with many members during one of our FTTH Conference workshops in 2023, such a workplace enables companies to attract new talent and retain their existing workforce, a crucial factor in light of the current talent shortage.
How do you involve FTTH Council Europe’s members and stakeholders in developing and implementing DE&I policies within their organizations?
All members of the FTTH Council Europe have the opportunity to participate in our work and compare their progress with that of other member companies. All of our member companies took part in the Gender Diversity Survey we issued three years ago, and they will again be involved in the extended DE&I Survey, which is on our action plan for the coming months. As we share the results and develop a work plan, companies can contribute their own data and examples or observe the changes and steps the industry is taking toward developing and implementing these policies, if they haven't done so already.
Our committee is open to anyone who wishes to join. In fact, we have observed a rise in interest and participation over the past year as the topic has become of strategic importance in our industry. Member companies are increasingly monitoring their sustainability factors, and DE&I plays a significant role due to its clear social impact. Furthermore, when we consider resource needs, it becomes essential to remove the current barriers within our industry.
All in all, we still have a long way to go to achieve a fully inclusive and equal status in our industry. I hope that more and more of our member companies will feel they can contribute to our committee's activities as we continue the long journey we began together in this direction.
In the picture on the left, Barbara Tonarelli, Winner of the 2024 Member Engagement Individual Award.