Work It Like A Mum
Work It Like A Mum
No Glass Ceilings Here: Inside CPI EuroMix's Blueprint for a Thriving Diverse Workplace (You can do it too!)
Get ready to smash concrete ceilings and build bridges of belonging with this episode of Work it Like a Mum! We're diving headfirst into the world of diversity and inclusion in the tough-as-nails construction industry, with the amazing Wendy McFarlane and Soraia Pardal from CPI EuroMix showing us how it's done.
Forget dusty old stereotypes – CPI EuroMix is where difference takes centre stage. We're talking precise diversity targets baked into their DNA, management champions cheering them on, and employee networks strong enough to hold up the whole blimin' building. Wendy and Soraia spill the beans on how these networks work their magic, from standing agendas that keep things fiery to making sure everyone's voice gets heard, loud and clear. Bonus points for nailing the virtual/in-person balance – these connections are always buzzing, no matter the location.
And guess what? Embracing diversity isn't just feel-good fluff. It's actually fueling innovation. Job-sharing, flexible schedules, part-time options – they're redefining the way work gets done, and CPI Euromix is seeing its bottom line shine in return. Turns out, when you value every voice and offer opportunities for everyone to rock their careers, your whole company thrives.
So ditch the hard hats and grab your thinking caps! This episode is a blueprint for building a workplace where everyone feels included, empowered, and ready to smash their goals. Join the conversation because the construction industry is about to get a whole lot brighter, stronger, and more diverse!
PS. - sorry for the sound hiccup in this episode - I recorded myself with the wrong microphone 🤦♀️, but Wendy and Soraia's voices are clear and strong, and they do an excellent job describing all the amazing things they've been doing at CPI Euromix.
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Hey, I'm Elizabeth Willits and I'm obsessed with helping as many women as possible achieve their boldest dreams after kids and helping you to navigate this messy and magical season of life. I'm a working mum with over 17 years of recruitment experience and I'm the founder of the Investing in Women Job Board and Community. In this show, I'm honoured to be chatting with remarkable women redefining our working world across all areas of business. They'll share their secrets on how they've achieved extraordinary success after children, set boundaries and balance, the challenges they've faced and how they've overcome them to define their own versions of success. Shy away from the real talk? No way. Money struggles, growth, loss, boundaries and balance we cover it all. Think of this as coffee with your mates, mixed with an inspiring TED talk sprinkled with the career advice you wish you'd really had at school. So grab a cup of coffee or a glass of wine and make sure you cozy and get ready to get inspired and chase your boldest dreams, or just survive Mondays.
Speaker 1:This is the Work it Like a Mum podcast. This episode is brought to you by Investing in Women. Investing in Women is a job board and recruitment agency helping you find your dream part-time or flexible job with the UK's most family-friendly and forward-thinking employers. Their site can help you find a professional and rewarding job that works for you. They're proud to partner with the UK's most family-friendly employers across a range of professional industries. Ready to find your perfect job? Search their website at investinginwomencouk to find your next part-time or flexible job opportunity. Now back to the show.
Speaker 2:Welcome to the Work it Like a Mum podcast, where we dive into the stories of women who are making waves in traditionally male-dominated industries. I'm Elizabeth Willick and today we're exploring the transformative world of diversity and inclusion with two trailblazing women from CPI Euromaid. Wendy McFarlane, the finance director and chair of the Diversity and Inclusion Network, and Soraya Pardell, hr Business Partner, are here to share their groundbreaking journey towards a more inclusive workplace, from hiring the first women in their lab to launching a DNI network. They're not just talking about change, they're building it, they're tuning as we uncover the passion and strategy behind CPI Euromaid's commitment to diversifying their talent pool and empowering women in construction. Thank you so much for joining us. It's such a pleasure. I love learning more about what companies are doing about.
Speaker 3:Oh, thanks for having us, liz.
Speaker 2:Thank you, yeah, no, that's okay, so do really good to learn about. When was the moment that you realised that DNI needed to be more than just a concept of CPI Euromaid?
Speaker 3:Yeah, so for us DNI, I guess cards on the table up front. Liz, the construction industry in general unfortunately has very much the stereotype and the fact to back up the lack of diversity across the industry. Don't get me wrong. There's a lot of trailblazers out there trying to do good things and we're delighted that you've introduced us within that group. That's fantastic, what a compliment. But yeah, we have known for a while.
Speaker 3:So Nia and I are fairly new to the company in terms of the last couple of years, but we absolutely understood your position in the industry but didn't want to sit and do nothing about that. We also both come from other industries where gender diversity specifically, has not been as obvious an issue. So, to literally industries, nia was a bit of an eye opener, but there was obviously very clear support from our chief executive, from our group company. We also do, mostly in construction distribution industries, to just be bold, be different and try and change the rhetoric. So yeah, it wasn't a light bulb moment, it's something we have known, but for us it's really about making that change and doing something about it. So, yeah, it's been gradual. We're at the start of our journey and we've very much had the passion and have the support around the company and the group. Just yeah, change that message.
Speaker 2:Why is the company so low-end to D&I? Why are they really investing in initiatives? Why is it important to them?
Speaker 4:Very passionate. Yeah, definitely very passionate. We acknowledge that diversity contributes to a variety of skilled talents, which brings new perspectives and different ideas, and all that leads to better outcomes. So, yeah, by supporting diversity, we are not only more appealing to a broader range of talent and potential candidates out there that are putting us not wanting to work in construction, but also we believe that helps retain the best talent in promoting a dynamic workforce in CPI. So, yeah, we are definitely very passionate about push and dig.
Speaker 2:Brilliant. So what parts do you? Obviously you've got the buy-in from the management team, senior management leaders, the team, etc. Which is just amazing, and obviously that is the first step. So you've got now the buy-in. Talk us through them, the early days. I know you've not been there too long yourselves. You've come in. You obviously make such an impact. What were the first things that you did to try and foster more diversity and inclusion within your organisation? What were the first steps?
Speaker 3:So for me personally someone that works with data, working in finance that was the starting point for me and we had that data. It was evident Our stats are pretty similar to industry norms for construction. We have we started about 14, 15% just in terms of gender diversity was the kind of first stat in place for us. But we knew there was obviously other demographics we wanted to touch and reach out to as well. So we started with the data and we set ourself targets. That was the first thing and from there then started to build on. Okay, we have targets, we have objectives. So we actually took objectives at a group level, at senior management level, and cascaded them down and then we started to do some marketing in the business.
Speaker 4:Yeah. So we looked at the recruitment. We thought that was, you know, we had a couple of positions coming up new and we thought that could be good targeted areas where we can try and shift the you know the view that every position is to be full time. We try to look at the positions as can there be job shares? Can there be, you know, part-time positions? Do you actually need to be there the eight hours, four, three hours a week, or can you do maybe a part-time four hours? So, yeah, so we looked at our recruitment and our vacancies. We spoke with our managers in trying to find different ways to approach recruitment and not just your traditional, you know, full time, yeah. So then we launched diversity and inclusion network as well to kind of bring a team that all stand behind. Yeah, bringing diversity into the workplace.
Speaker 3:Yeah, absolutely. That was quite a key one for us, liz the network because we knew the answer wasn't going to be found just within a leadership team. It needed the buy-in from the business and it needed the message to cascade down and we were. Also we've had some great success with employee forums, so we knew there were a lot of great ideas and a lot of further passionate people in the business. So the D9 network for us was virtually true of support and that message from the top that we are serious about this. We want to do something further to that to include our employees, to spread that message and to get that feedback.
Speaker 3:And we've had some terrific feedback, really out the box thinking, and also some really basic things. So, for example, infrastructure was a topic and because we are mostly male dominated, it hadn't been voiced at any level, but there were obviously very strong opinions on the lack of some female infrastructure, from something as basic as our changing facilities, which were essentially used as store rooms, to PPE and I know there's some great trailblazers in that forum as well making sure it fits properly and it's respectful to the female workforce or anybody with any kind of diverse need. So it really just opened up other topics that we knew were out there but we hadn't really dealt into. So that was a game changer for us and although we're in an infancy we've only been running it since March I do feel very proud of some of the changes we've made.
Speaker 2:So this sounds like amazing and obviously we're going to come to. When we saw first met and I helped you hide the people book Because you've done all that work before you were an absolutely dream to work with. I love work because I could tell you've done so much before. So this is, I think, where a lot of companies you know they've all just placed an advert and expect that to be still available, but there's no work on our phone. We've done before, which you had. So this employee network and the diversity, inclusion, you know, networking and forums what are they? If someone's listening to this, working for a business and they think this sounds good idea, I want to implement it. Just talk us through really basic what they are, how you do it, how you run them.
Speaker 3:Yeah. So we set it up. Obviously it does need that support from top down. The message is clear from the top and there is clear passion. I think that's super important because you then you have an influence at that level to bring people on the journey with you. So that, I think, is really important. And we had that the DI network chaired by myself. We have Saraya from an HR perspective, we have our head of HR who supports the grafting group, we have our communications manager as well. So there's there's a cross section there across the business, each bringing their own value to that network from the start, and then we just send that message out.
Speaker 3:And don't get me wrong, we did some targeted recruitment. We knew there was people who had spoken up, who had really great ideas. That just just in conversation with her. But then we put it right out to the business. If any of us were out visiting the sites across our factories, we were spreading the word, we were advertising on our local internet and just trying to tee up some real interest in it. And the minute we got a glimmer from someone, an idea, we recruited. We've come and joined, as you know, and the passion was real and I think people got really invested in that. So we know networks. That's about 12, 14 people, which in a company of 200 employees is a good proportion.
Speaker 4:Yeah, and I think what's really good is our diversity and inclusion network is actually quite diverse in itself, so it's really good because it brings that different ideas, people with different experiences in different age. That sense, yeah, it's really good because, yeah, you get that different experience and ideas coming through, which is really good, and we welcome all ideas and we do, you know, to practice and, yeah, it's been really good yeah in terms of the logistics just if someone's thinking about it, liz then the way we set it up we do have a standing agenda.
Speaker 3:So, as chair of that network, we kind of prep and I work with Sirai and Stephen and Penn to kind of prep what we want from our side. What side is that we've had? So, for example, we're looking, we've had an external speaker come in and kind of talk us through. It's almost like a structure that she would use to kind of define how good you are within all aspects of DNI. So that's been really helpful to kind of set an agenda roadmap for us. We've had that.
Speaker 3:But we then also decided again from here and from the network, three kind of core areas that were important to our business, one being recruitment, one being infrastructure and facilities and one being awareness and comms, and that's now actually given as a real structure. So that would be take away from me or some advice to other businesses. Thinking about it is to listen to the business but also bring your ideas. What are the key core areas that you could focus in on? Because what that's allowed us to do is in each meeting we have an update on those areas. We talk about training, we talk about awareness, we talk about anything else that's relevant that people want to explore, but we focus in on those three core areas and we have subgroups for them. So we actually then all kind of carve ourselves off and do some really detailed work, which can cover in the hour or two that we have on the network, but you can spend some dedicated time out with we do that.
Speaker 3:And then we actually took a bit of a different approach last week and we aim to have some kind of every quarter and we took a bit of a different approach because we're spread out geographically in the country. We broke ourselves out into teams, kind of breakout rooms, and got our members to kind of chat about a few topic issues for us and then come back we got real interest in ideas. So a great example was we were asking about how we can increase engagement and increase diversity or make ourselves more attractive, and one of our members who came up with the idea of a family open day, which was bringing people with care and responsibilities, engagement, value and action to candidates Look at the great things we do. We value family, we value home life, we value work-life balance. So it's been really, really inspirational actually.
Speaker 2:I love that and you meet face to face or on. Do you have?
Speaker 3:We're giving up for that. I would hope that next year we'll get to do that. We do have other forums that do meet up face to face, so we're just juggling with the ideas of what brings us the most value and for now, teams is actually working really well for us.
Speaker 2:Yeah, brilliant, do you do that once a quarter? Bring everyone together, and then is it the employee forum today, something different than they do something different.
Speaker 3:Now, interestingly, an idea that came up through your network was to have someone from the D&I Network be represented on the employee forum Again, just to bring that different space and to reinforce the message that this is really important. We have Sunday representative forum in our employee meeting, so they're called let's Talk. It's a representative from every factory office that we have, as well as some of the senior team, and we discuss all sorts of things things they want to work on, ideas they've had, concerns, things in business and they meet every quarter as well.
Speaker 2:Yeah, oh, brilliant, I'm really crazy, yeah, because it sounds like you have a lot of time, effort and making this a success, and I really do think that the best idea that the ones actually come from the business because, yeah, you know what's going to work within the organization, what's going to stay in the industry.
Speaker 4:So you know, our colleagues get behind because the idea comes from them and we just start to support and to listen. It's not so much as we're just telling them what to do, but they're coming up with the ideas. I think we get a lot more buy-in when it comes from the colleagues themselves.
Speaker 2:So, right, I know that your background was HR in hospitality, so what challenges did you face when you transitioned to the construction industry, particularly around D&I? What was the big change?
Speaker 4:you yeah, it was definitely a big change. So, yeah, I've worked in hospitality for six years, so most of my HR experience has been in hospitality and it is a very different workforce. So we don't have we have challenges in here that we don't have in hospitality and we have challenges in hospitality that we don't have here. But, yes, that diversity was a big one. So in hospitality, you see a lot of students. You see a lot of different types of contracts. So, for example, you have a lot of like zero hours contracts. You get your university students. You have a lot of part-time, you know, especially in your F&B and reception areas. Whilst, when I moved to construction, it's very much another workforce and it's very much your full-time. So you don't see part-time as much because there's that perception that part-time is not possible in construction for some reason. But you don't even see zero hours. You don't have temporary, you don't have casual workers. You don't have that. So it was a big challenge and something that I've been trying to change, because it was really good to have this type of contracts and people that could step in for sick covers, For example, in hospitality, and we don't have that. So we're trying to change the culture here and we feel like, you know, changing culture takes time but, yes, definitely the differences that I have seen is a very male environment and, to be fair, in my opinion.
Speaker 4:So when I moved to construction because of furlough and COVID, you know, I was furloughed for eight months and it was such a long time.
Speaker 4:I just wanted to get back to work. I felt like I was missing all these you know changes in HR and so I'm moving to construction and for me, I was a bit nervous and, not going to lie, I was thinking, oh my God, I'm a young female in construction. You know I was googling and trying to find information because it was all about that stereotype of a male. It's a niche workforce and you know, there isn't that much information online and I think we need to do better. Definitely, Because if we have someone that have wanting a career path and the change in that career path and having one in construction, it's really good, it is possible, it is everyone is really respectful and really nice to work with and I think we need to change that mindset that construction is a male. You know, only if you are a male you can work in construction, which is not true. It's a lot of different career paths you can have in construction.
Speaker 2:And how do you find it in the one you're working in construction when the as well?
Speaker 3:Yeah, it's been a different industry in terms of my last. Background was fit manufacturing. It's a good game. Gender diversity was not a concern there at all. It's been interesting and, as Saraya said, there are two stereotypes that come with the construction industry. But I would wholeheartedly agree that I have found it so rewarding and so valuable and there is an abundance of different career paths and the dial is moving list. You know there are a lot of very passionate people, male and female, out there that want to make change and really, you know, open the doors to possibilities and be real ambassadors for diversity and inclusion. So I actually think it's a really exciting time to be in the industry and to be part of that charge to lead that change. So, no, I've thoroughly enjoyed it and, as Saraya said, there's lots of great things to shout about in the construction industry. We just need to shout a little bit louder so that people really hear us at the back.
Speaker 2:But I think it is changing. There's some really good companies you know we've spoken up for the art, like you that are doing some amazing things and also retaining women as well. So you know it's not just hiring but then retaining those women and you know, nurturing their careers, helping promote women with the organisation and I don't know if you know your own mix you're doing that as well. So, to talk a bit because I've helped you recruit the women recently into your lab, so why was that approach? What was that? Now you decided to do for the company?
Speaker 4:Yeah. So the lab was a brand new position. So the National Lab is a new initiative that we had in CPI and we thought that was a great opportunity to look at from a different perspective, a little bit outside the box. So at the beginning we were looking into your traditional two full-pan positions, but we started challenging that. So why took full-time positions? You know why can't we have four part-times, for example, of someone that has worked outside commitments and we can be flexible around those. So, yeah, the lab is a great example of the beginning of our journey towards a more diverse workforce.
Speaker 4:We took a much more innovative approach to the recruitment and we focused on that part-time roles and breaking from that traditional full-time. And we worked with you. We partnered with Investing in Women and you put forward some great candidates and we then appointed four females that came from those interviews. So, yes, definitely the collaboration with you. I mean you do a fantastic job in promoting the inclusion of women in various industries, including construction. So this partnership enabled us to place the four talented and dedicated females and we found that brought new ideas, which is great to see. So, yeah, that decision kind of showcases our commitment to you.
Speaker 4:Know we are now looking at work-life balance. We are now looking at, you know, flexible working and we understand there's a lot of candidates out there that you know they have outside commitments and they have, you know, school drops and we can work around those because it's possible. Also, a new thing was I was part of the interview process so I supported our manager with the first stage interviews because we believed having a female in that interview panel doesn't only contribute for gender diversity, but it kind of sends a within like a very powerful message to potential candidates out there. Actually there is females in the industry, you know, and I think we got really good feedback from that. So, yeah, I think the lab is a great example of what can be achieved when you know you approach recruitment with an open mind and that commitment to change.
Speaker 2:Yeah, and I think the role that works really well with the lab role was not just that, it was part of the retraining opportunity. The people didn't need private experience. You know that would have been more limiting in terms of being able to hire. So how have you found that? Because it means you can get a little bit nervous hiring people without prior experience. And the four people we hired had, I mean, some of them have, like, worked in the lab. I think one of them had worked in the COVID lab, so they had some lab experience, but others, didn't have any.
Speaker 2:So how was it bringing four women into the lab without experience and talking to you about learning here that they have and how quick they've got to be? It's the beginning, please.
Speaker 4:We all is a knowledge that skills can be trained. For personality, you know it comes with you and we were really wanting someone to, you know, get on with the team and wanting to be there more than that experience. So we did speak with the manager and we knew the skills can be trained. So we wanted more look at the personality and bring someone that could fit with the company and the culture and really passionate to be there. So, yeah, we did put an induction together. That was a new thing as well. So I went down to the lab, I inducted the four colleagues make sure that and they had a really good four weeks of training and they are doing really well and I believe it's the perfect example of you know, sometimes you don't need experience because skills can be trained and we need to look at that a little bit more, I think.
Speaker 3:Yeah, we did something so simple as well, liz, with our job specifications, which we now take on forward, and it was simply putting a statement in the opening paragraphs that, even if you don't tick all the boxes and we're very mindful of making sure what was essential was absolutely essential and non-negotiable. So a great example was initially when we spoke with you know, our quality manager and the mortgage manager, stuart and Adrian. Initially we'd say they need a driver license and again a fair challenge was given to them to say, but do they? And is that not something we could support if they didn't have it? Like, why would we cut people off Because of something that actually isn't really essential? And they embrace that challenge. And again, it's the culture, it's the attitude of those managers, of Stuart and Adrian.
Speaker 3:We then rewrote it and we put a statement in to say, even if you do not tick all these boxes, but you think you have the skills and the qualities or transferable skills you want to hear from you, because it's known as well that women typically would expect to have to tick every single box before they apply for a job, whereas for a majority again, an assumption on males is that that's not the case and they would apply if they believe they only had, say, 60 or 70% of the attributes needed. So we wanted to break down that barrier as well, to say, don't worry, you still think you're the right person for this job. Please apply. We want to hear from you. We got great feedback on that then. That just opened another door for them. They felt the pressure was off, that you know I might be on with a chance to that role, and we got something like I want to say, 30, 40 CVs that were, you know, a great standard list. It was phenomenal. The response we got was your help.
Speaker 2:Yeah, you got a lot. I mean, there was a lot of different people wasn't there.
Speaker 3:So yeah, unfortunately, I know yeah.
Speaker 2:so how's the dynamic then? Because these are the first women you've hired in the lab. How's that dynamic changed now and what's the culture you're working?
Speaker 4:on. The feedback has been really good from the team at Bilston. So change of rooms especially have been improved. So obviously we now have the females that need that space so they are looked after. But it's the conversational as well, so the conversation where you are there, they just change, so you get that new ideas. And there's been a real interest from our colleagues in the lab to get joined do the raw folks around the plant and understanding more about the business. And I think that shows the colleagues that were already in the plant Actually what we do here is important. People want to know what we want to do. We're not just the driver, for example. People actually got that interest. So, yeah, it definitely changed the dynamics and, yeah, the places.
Speaker 3:It's been a wonderful showcase example, and that wasn't the intention, was we genuinely wanted to do something different and just open doors to more diverse workforce. But what it's allowed us to do is really celebrate that success around the business and bring others on that journey to say look how well this is when and the value it's bringing we can do more.
Speaker 4:Yeah, it's just not that important. So I think either managers are now looking at that and thinking, whoa, actually we could do this in our plant, you know, and it's opening a lot more opportunities now where we're challenging that process of thinking, oh, actually I could do a job, sharing a driver role, you know, I don't need someone to be on the road five days. Maybe someone you know wants to do only two days, maybe you could do. You know, two positions instead of one position and kind of challenging that thought and breaking that barrier of that traditional full time Exactly, and that's where the real benefit comes from.
Speaker 3:So obviously we have a focus and construction on diversity full stop. So we do have an eating workforce. We have people who want to retire, maybe can't do it right now, but want to start on that path. So these conversations that are allowing anyone with a need for flexibility we're just working part time, caring responsibilities of all means, you know. So it's for everyone, it's not just for that angle. It really is a genuine willingness to support our employees across the board.
Speaker 2:And I know that obviously you're the finance director, dni, and I mean obviously the stuff you've done. You know that's like. You know it's pretty. Really it takes people time away, doesn't it? Like thinking about your DNI network and the forums, etc. So how are you balancing your job, the business, commercial and the need to you know, save costs, drive profit with the DNI initiatives and that investment, whether it be time or money? How are you?
Speaker 3:balancing. For me it's actually it's so simple to answer because the benefits we get from being more diverse are more than financial, but they do absolutely impact that bottom line. So that's anything from. We actually have saved on our recruitment costs with working with you, and your approach to it has just been so refreshing. It's actually less cost than it is working with other kind of recruiters and the way we worked at you know a lot of virtual and a lot of kind of series on line and things is actually saved time, effort and costs.
Speaker 3:But like that and introducing a more diverse workforce the fact of proving that businesses that are more diverse will actually end up more profitable because of that, because of the new ideas and a great example at our lab is, you know, having four parking positions. From an employee point of view, if you need holiday cover or if someone is off sec, you actually have a natural succession cover plan there rather than go out to agency and pay a premium to bring someone in. So you're saving costs from that as well. So for me it's absolutely an old brainer and it's also the right thing to do so as a business, we, in being more diverse, we become more profitable, we have more ideas, we end up, I think you know, better recruitment, higher engagement, higher retention all of that costs money, so for me it pays for itself and then some.
Speaker 2:Yeah, absolutely. It's not like you just told me, because that's the final question. If there's a company listening to this and they're not investing in DNI, what would be? I mean, it's not like you've answered it, but you've got a close earmark. Why should more organisations invest in your DNI?
Speaker 4:I think yeah, I just I think when they said everything. I think you know investing in DNI is not only just bringing your gender up. You know your age starts it's all about. You know your colleagues are engaged. You know you make sure that every colleague in your company feels valued, included, empowered, and I think by supporting that diversity, inclusion, your colleagues speak up. They feel like it's their safe space. You know they are not scared to share their ideas or contribute their unique talents. That everyone brings and I think it brings a different perspective to the company. It really helps your retention because you know your colleagues feel valued where they are, they're not looking to go elsewhere and sometimes that's even more important than your paycheck at the end of the month. So, yeah, definitely.
Speaker 2:And if somebody was interested in thinking do you feel your room sounds like a lovely place to work? What sort of roles do you hire for? Where do you hire and how can you pull in more about the career on offer?
Speaker 4:Yeah. So we've got driver's position, positions that can be worked in the plan. So we could support with. You know your forklift driving license. So again, we'd not need experience to apply for that. We would provide you with that. You got positions in the office, you got positions in the lab, positions into the transport department. So there is a wide range of positions that you can apply in CPI and also we do. We have big supporters of career progression here. If we have someone that's really keen in looking for development, we support with study leave. We, you know, we sponsor for paying for courses. We are trying to bring more apprenticeships into the company. There'll be a focus eventually for next year. We're looking at, you know, career paths for the positions that we already have. So, yeah, there's a wide range of positions. It's not just your labor intensive roles that you think when you think of fit, construction and where can people see all the current jobs?
Speaker 4:So we are going to be launching a new careers platform next year, which is going to be something new, and our jobs are advertised either internally with Craft Group or on LinkedIn. I'm through you.
Speaker 2:Yeah, we'll put all the links in the show notes, and if anyone is with me who wants to work for a really forward-looking construction company that really does value their employees, then definitely check out the European Union. If someone's got any questions regarding anything we've talked about today, okay, to get in touch directly with you and where would be the best place to find you.
Speaker 3:Absolutely, we're both on LinkedIn. Yeah, you can find us there. Liz, I'm happy if you want to share your emails as well. We can give you all that details. But, yeah, please. We're absolutely using our network, which you've helped us with, to speak to others in this space, so we're more than happy to share our experiences with people as well. So, yeah, please get in touch.
Speaker 2:Well, I'll put your LinkedIn URLs in the show notes. I'm sure that they might be as well. I'd be happy if people wanted to connect with them. Yeah, On LinkedIn as well. Thank you so much, both of you, for joining me today. It's been such a pleasure to chat with you and learn all about the phenomenal stuff you're doing to find your mix. I think what you've been is wonderful, so thank you.
Speaker 3:Thank you. Thanks for all your support as well, liz, who have done it without you. Oh, thank you. Yes, thank you.
Speaker 2:Bye, bye, bye.
Speaker 1:Thank you for listening to another episode of the Work it Like A Mom podcast. If you enjoyed this episode, please rate, review and subscribe, and don't forget to share the link with a friend. If you're on LinkedIn, please send me a connection request at Elizabeth Willett and let me know your thoughts on this week's episode. You can also follow my recruitment site Investing in Women on LinkedIn, Facebook and Instagram. Until next time, keep on chasing your biggest dreams.