Jenny Pusey on Allyship and Why We Should All Care About Inclusivity at Work

Jenny Pusey, Talent Attraction Manager at JCDecaux spoke to myGwork about allyship and why she wouldn't work an organisation that wasn't inclusive.

Hello Jenny! Can you please tell us a bit about yourself?

I'm Jenny Pusey, Talent Attraction Manager at JCDecaux.I have been very fortunate in my career, and my role currently involves creating and embedding partnerships with companies like mygwork to educate the business on inclusivity, Brixton Finishing & non for profits that support diverse and underrepresented talent into the business, be a member of our Difference matter’s collective, implement inclusive hiring practices, educate hiring manager on inclusive interviewing, etc. and so much more; I work alongside an amazing team, and we have been able to make some really impactful strides and continue to develop how we bring in amazing talent.

How, when and why did you decided to be an LGBTQ+ ally?

I don’t think I ever actively decided to be an ally; I have always been someone who cares and voices what I need to in order to ensure everyone is treated fairly and is able to be themselves. I am hugely morally led and genuinely care if someone is made to feel they shouldn’t be who they are, or have to act a certain way to fit in or progress their career, etc.; no one has the right to tell someone how they should act, look, feel or any other emotion, we don’t know what other people are going through at different points of the life; the right thing to do is support, call out bad behavior and be an ally to all.

How can allies help create an inclusive workplace?

By speaking up, calling out exclusive language and behaviors, continuously educating myself and requesting companies run Inclusive trainings and workshops, advocating change, become a member of companies' DEI groups.

What do you think could be improved in the workplace to become more LGBTQ+ inclusive?

Continued education on diversity and inclusion, real-life speakers talking about their experiences and how allies can support, psychological safety training, inclusion groups, inclusive hiring practices, and company surveys to understand what colleagues need from the business, how they feel, etc. and use those surveys as a strategy for change, and call out non-inclusive behavior.

Would you work for a non-inclusive organization?

No, I think it's massively important for everyone to be able to be their true self at work to thrive; if a company is non-inclusive, it creates an environment of increased turnover, disconnect, lack of feeling safe, and disengagement, which is not an environment I would want to work in.