Our colleagues from across SGN have shared their personal stories about what inclusion means to them as part of National Inclusion Week 2026.
They’ve shared how our employee networks have helped them meet colleagues, develop their skills and make a difference.
From career development and accessibility to parenting, race equality, military transition and gender inclusion, these stories highlight the impact our networks are having across the business and why they're open to everyone, including allies.
Chris Mileman – Ability@SGN
Hi, I’m Chris Mileman, Policy Engineer working within the Engineering Policy Team and I’m the co-chair of the Ability @ SGN network.
I’m also a member of the Military @ SGN Network, Development @ SGN, and SGN Parents & Carers. I also act as an ally to the Race Equality Network, SGN Pride and Women @ SGN.
You might be thinking ‘but that’s every network!’. And you’d be right. They don’t take up as much time as you think.
I joined Ability @ SGN after some occupational health issues I was having. It was a safe space to be able to talk about my condition and I didn’t have to mask my mental or physical health during our online meetings.
As it’s National Inclusion Week, I was asked my thoughts on what inclusion means to me. It’s simple: inclusion means that everyone feels valued and welcome.
All of our networks are working hard to help colleagues feel this way and I’m proud of what Ability @ SGN has achieved this year.
An opportunity recently came up to talk to the Executive. Jonathon Bryson and I presented to the Strategic Executive Leadership Team to explain where the company stood with the Business Disability Forum report and also a talk about disabilities.
Since this talk we have presented to the Chief Operating Officer’s Leadership Team, the People Directorate Team, the Chief Financial Officer’s Leadership Team and at the Regional Managers meetings in England.
The point of these meetings was to highlight real stories from those in Ability @ SGN, run interactive activities to simulate a disability and to discuss what managers and senior managers can do to support their staff. I’m proud that we’ve been able to reach so many people and hopefully make a shift to help colleagues with disabilities.
Last thought: what's one thing everyone can do to help others feel included?
Listen, don’t assume. Not everyone is the same and you don’t know what anyone else is going through.
Cara Kavanaugh – Development@SGN
Hi all, I’m Cara Kavanagh, Emerging Talent Advisor. As part of our Development @ SGN network, I wanted to share with you what inclusion means to me.
Inclusion is incredibly important, especially within the emerging talent and early careers frameworks. It sits at the heart of developing future talent and building a diverse, engaged, and high-performing workforce.
It’s all about creating an environment where every learner, apprentice, graduate, or trainee feels valued, respected, and empowered to succeed, regardless of their background, identity, or personal circumstances.
For me, inclusion means ensuring that opportunities are accessible to everyone. Talent exists in every community, but opportunities are not always equally available.
By removing barriers for people from different backgrounds, we can help people reach their full potential while bringing fresh perspectives, ideas, and experiences into SGN.
While attracting people into the business through apprenticeships, graduate programmes, and other early career routes matters, we can’t lose sight of the development of the rest of our workforce either.
True inclusion extends beyond recruitment and joining SGN. It’s about creating opportunities for continuous learning, enabling career progression, and supporting colleagues at every stage of their journey. By investing in the growth and development of all employees, we build a culture where everyone feels they belong and has the opportunity to succeed.
This belief, alongside my experience as an Emerging Talent Advisor, is what inspired me to become part of Development @ SGN.
For me, when inclusion and development go hand in hand, we create a stronger SGN and unlock the full potential of our people.
Stephen Reynolds – Military@SGN
Hi everyone, Stephen Reynolds here, Head of Enterprise Architecture.
When I was asked to write this blog for National Inclusion Week, I reflected on this year’s theme, “Building Trust, Navigating Change,” and what it means in the context of the Military @ SGN network.
Next week, I’ll be attending a Career Transition Partnership job fair, where we’ll speak to people preparing to leave the Armed Forces about potential careers with SGN. It made me think about the challenges service leavers can face when moving into civilian employment.
How do they build trust with employers that they will be a good fit? Just as importantly, how do they build confidence in themselves that their skills and experience are relevant?
People often assume those in the military are naturally confident. In reality, military life can teach people to project confidence even when they may not feel it. The transition to civilian life can actually be incredibly daunting.
Several years ago, when I was a Troop Commander in an Army Reserve unit, a young soldier I knew went on to join the Regular Army. A decade later, he contacted me as he approached the end of his military career. By then, he was an infantry sniper section commander, but he had no idea how to translate his “very special set of skills”, to borrow a phrase from Taken, into a CV or what civilian roles might suit him.
I helped him reframe his military experience in language that would make sense to a hiring manager. He subsequently left the Army and secured a good job.
That is what inclusion means to me. It means helping people with genuinely transferable skills, experience and a can-do attitude communicate their value. It also means equipping hiring managers to look beyond an unfamiliar job title, ask the right questions and recognise the capabilities behind it, giving everyone the best possible opportunity to demonstrate what they can do and helping SGN create a workplace where everyone has the chance to succeed.
Sophie Cload – SGN Parents & Carers
Hi, I’m Sophie, an In-House Recruiter at SGN and I’ve recently taken over as Chair of our Parents and Carers Network.
I’m also a mum to two boys, aged 15 and one, so I know first-hand from a parent's perspective that balancing work and family life can look very different from one day, or one stage of life, to the next.
I became involved because parents and carers make up such a large part of our workforce, but the challenges that come with caring responsibilities aren’t always visible or spoken about. I want our network to be a place where colleagues can connect, share experiences and feel supported, while also giving them a stronger voice within SGN.
Inclusion doesn’t mean treating everybody exactly the same. It means recognising that people’s circumstances are different and making sure they still feel valued, listened to and able to contribute and progress. Sometimes it’s the smallest things... Asking rather than assuming, showing understanding when life doesn’t go to plan, or simply making space for someone to talk, that make the biggest difference.
I’d encourage anyone to get involved, whether you’re a parent, a carer or simply want to support others. You don’t need to attend every meeting or have all the answers – I certainly don’t!
We want the Parents and Carers Network to be shaped by the people in it, so every experience, idea and conversation matters.
Mike Griffin – SGN Pride
Hello, my name is Mike Griffin and I’m the chair of SGN Pride. I’ve been at SGN for seven years, working in IT Digital Delivery and my current role is Programme Manager for Data & AI.
National Inclusion Week is an important one for those of us involved in employee networks. I thought it was a good time to reflect on why I joined a network to begin with.
The answer is for greater visibility, I’d been at SGN for almost four years before I even realised that there was a Pride network!
I’d never seen any articles or promotion of LGBTQ+ within SGN, no rainbow lanyards, no Pride month activities, just no visibility. Turns out there had been and I was always too busy to notice anything unless it was under my nose.
It did make me think though I can’t be the only one whose day job takes over!
So what is inclusion all about?
It’s all about being me! Not having to think about what I should say and to who. Freedom to talk honestly about my life (within reason!), my husband, my past (it’s so boring BTW) and just anything else that is the authentic me!
And when I do share my experience, I don’t want to be judged by it – no raised eyebrows, no awkward silence, no mumbled comments!
Take the opportunity this week to get involved with all and any of the networks – show and share that you believe in a safe space and culture that allows everyone to be the best of themselves without fear or retribution.
The more active and visible your support the more everyone can feel safe and protected in the work environment – for those SGN colleagues who are sadly the victims of prejudice, the apathy and silence of others looks very much like silent support. So speak up, be vocal and get involved!
Lauren Baker – Race Equality Network
I’m Lauren Baker, Team Manager and member of the Race Equality Network.
To me, inclusion is about feeling valued, seen, and understood for who you are. It's knowing that your voice matters and that you have equal access to the opportunities and resources needed to succeed. Inclusion creates an environment where everyone feels they belong, regardless of their background, experiences, or circumstances.
I chose to get involved in the Race Equality Network because it provides a safe and supportive space for people to share their experiences, raise concerns, and advocate for their needs.
Employee networks play a vital role in retaining a diverse workforce by helping people feel represented and connected. They also contribute to cultural intelligence across the organisation, bringing different perspectives that can help shape more inclusive policies, practices, and ways of working.
If there is one thing everyone can do to help others feel included, it is to listen.
Genuine listening means being present, engaged, and open to understanding another person's perspective. It means taking the time to hear what people are saying rather than making assumptions or dismissing their views.
Being curious and willing to learn about different backgrounds and experiences helps build understanding, strengthens relationships, and creates a more inclusive culture.
Our differences are what make teams stronger. By valuing diverse perspectives and treating one another with respect, we create a workplace where everyone feels welcome, supported, and empowered to be their authentic selves. Inclusion starts with small everyday actions, and together those actions can make a meaningful difference to the experience of everyone around us.
Tracey Dao – Race Equality Network
Hi everyone, I’m Tracey Dao, Solicitor for Health & Safety and Critical Investigations.
For me, inclusion is where people can feel comfortable to be themselves and this is celebrated.
I got involved in the Race Equality Network after the race riots in 2024. I was worried about travelling for work and wanted to highlight this issue to managers and leaders.
Working with the Race Equality Network, I helped to help spread the word about the man down number and other security measures which we posted on our page, helping colleagues with similar fears, and highlighting the issue to managers.
In joining the network, I found a group of enthusiastic, proactive people who are passionate about inclusion. I enjoy running the events and being part of the conversations which help people to understand each other better.
One of my proudest moments as a volunteer was when the network hosted a cross GDN diversity event in Brighton last year, quickly followed up by a fantastic effort for Black History Month when we organised, among other things, a fireside chat and Caribbean food to be delivered to some locations.
The network has helped people become curious and ask questions about difficult topics. I remember the popular “you can’t say anything anymore” webinar which was enjoyable, educational and thought provoking.
If you’re thinking about joining a network? Do it. You can invest as much time as your schedule allows. Our network has lots of committee members to help share the load.
Being an ally is so important too. There are men in the women’s network, Cisgender members of the Pride network and white British members in the RACE equality network.
Even just reading the content and getting involved on Viva Engage helps us start important conversations so don’t hesitate to join in.
Samantha Wright – Women@SGN
Hi everyone, my name is Samantha Wright and I’m a Team Manager in Scotland Operations East.
I’m also a member of the Woman@SGN network and the sub chair to the Fertility group. The network has given me some great opportunities and a chance to meet new people.
Inclusion to me means everyone is treated fairly and equally. No matter your background, your strengths or your weaknesses, everyone should be given the same chance to show who they are and what they have to give. That’s what our networks are here to support.
I got involved with Women @ SGN when I was still quite new to SGN. There was a networking lunch taking place in our depot and I was intrigued to hear what the network does and what support I could get through this network.
I’ve now been lucky enough to attend a number of networking events, and I may not have had this opportunity if I wasn’t part of Women@SGN.
If you’re thinking of joining a network – go for it! Without taking the risk, you will forever wonder “what if”. There is no pressure within the network to have to deal with things one on one if that is something you worry about.
It’s a group of people who believe in the same thing and would like support regarding the same subject. Without my peers in the Women’s Network I wouldn’t have met so many of my amazing colleagues and attended such fantastic events such as the EDI event in September 2025.
