Inclusive Leaders & CEO Impact Podcast by DIAL Global
Bi-weekly podcast show featuring conversations with inspiring thought leaders of today, unearthing their unique stories of inclusion, belonging, equity, talent, culture and social impact.
Inclusive Leaders & CEO Impact Podcast by DIAL Global
Sarah Munday's Journey to Workplace Well-being and Empowerment
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Imagine transforming your career from an Executive Assistant to a leading advocate for equality, diversity, and inclusion within a major company. Our guest, Sarah Munday, ED&I Wellbeing Manager at Britvic Soft Drinks, did just that, and she joins us to share her extraordinary journey. Sarah opens up about her personal battles with mental health and how those struggles ignited her passion for fostering workplace well-being. You'll hear how small initiatives like exercise classes and healthy breakfasts blossomed into comprehensive well-being programs, thanks to Britvic's unwavering support.
Discover how embracing diversity can elevate business success through enhanced employee engagement, productivity, and morale. Sarah sheds light on the complexities of integrating different workplace environments, such as headquarters and factory sites, to bridge gaps and foster a unified, inclusive culture. Authenticity in leadership takes center stage as Sarah delves into the profound impacts of creating a safe space where employees feel comfortable being their true selves.
In the final part of our conversation, Sarah offers invaluable insights on overcoming imposter syndrome and the power of genuine mentorship. We also touch on the importance of empowering women in business, stepping out of comfort zones, and the transformative power of support and collaboration. Stay tuned until the end for a special mention of the upcoming Pride event and the importance of celebrating workplace achievements and connections.
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Hello and welcome to Diverse and Inclusive Leaders. This is the show where I speak with the most inspirational and thought-provoking leaders of today and unearth their unique stories of diversity and inclusion to help inspire, educate and motivate others to make the world a better place. Today, I'm joined by Sarah Munday, ed&i Wellbeing Manager for Britvic Soft Drinks. She's had a wealth of experience spanning a decade at Britvic, beginning the career within the organisation as EA to the former Chief People Officer and more recently moving into her passion, which is the equality, diversity, inclusion and well-being space. She has a whole host of achievements, but I don't want to spoil all the surprises. I'm going to welcome her to the show right now and ask her whether she would be able to tell us a little bit more about how she came to be where she is today. In her own words Welcome, sarah.
Speaker 2Oh, thanks. Thanks for having me loved the intro. Thanks, Leila.
Speaker 1Well, it is all you, and it's a super interesting journey. Tell us how you came to be where you are today.
Speaker 2Yeah, well, I've always had a keen interest in health and well-being, just through my sort of like childhood, my teenage years. I've always struggled with my mental health, so it's always been something that's in the back of my mind and it's something that's really important to me. But also, I was always, always I'm always thinking of others and maybe what they are going through, um, and whether they felt like, maybe I felt like when, when I was, when I was struggling, so, um, I had, obviously, I've been at Britfic a long time, so it'd be nearly 11 years in September before then. Um, I've worked in, uh, recruitment and sales. So very much that people, person, um, love the sort of social aspects of getting to know people and finding out more about them. Um, and that's what I'm all about really, um, but my time at Britvic has been amazing, absolutely amazing. It sounds like I'm leaving Britvicik when I say that that's my time at Britvik. I'm still staying, but it was my first full time role after having my boys, and I worked part time previously. Actually, can I do it? You know, being a full-time working mum with two young boys? Um, also, you know, with with my mental health struggles, is it something that you know I am going to be able to do um, and I must say that Britvic were really supportive of me, um, and letting me have the time to pick the boys up on a Friday and you know, know, give myself some time and you know, and time with them, which was super important to me.
Speaker 2But I started as EA to the chief people officer, as you said, and this really opened up my eyes to the world of a big corporation and you know the struggles that people have, you know, being in HR and seeing the sort of things that I used to see, I, just I, it was quite for me, just it was that reassurance that I'm not alone and people do have struggles and people do need support within a business. And I was lucky enough to have a really supportive boss and if she's watching this, I'm sure she'll know who she is but she realised that I had a real passion in this space and was really open to my ideas and how we can implement certain things in the office to help. And and I honestly I started with silly little things Well, not little things, we're not silly, they're not silly, but like exercise classes for our staff and, you know, healthy breakfast, making them, think about their nutrition and just little things like that um. And then it just sort of grew and grew until, obviously, we started on our um edni journey and and our well-being and mental health journey within Britvic and I got quite heavily involved in the well-being side initially and I absolutely thrived.
Speaker 2This was, this was what I was meant to do, and it just felt. It just felt right for me. So the role just got bigger and bigger. So the role just got bigger and bigger and I, you know, I left my boss to her own devices a bit too much probably and she just knew that this was the, this was the route for me.
Speaker 2And I was lucky enough to take the idea to my boss of look, I feel like this role could be done full time, this is what I could do for Britvic. And they said yes, and so I worked with the lovely Claire Parker and we had an amazing, amazing journey with our ED&I and wellbeing together within Britvic. But there were so many similarities to what we were doing and this made me really think that wellbeing really sits alongside that ED&I piece and that inclusive culture. And that's where I am today as ED&I and wellbeing manager and I very much hold it together and make sure that we're working across both areas of the business, and I feel absolutely privileged to be in the position I'm in and, yeah, I absolutely love it.
Speaker 1Sarah, thanks so much for sharing that journey and what I love about it especially for anyone who is listening is it really demonstrates that you can be proactive, to showcase the talent that you have in a whole host of other areas.
Speaker 1I personally and I hope you don't mind me saying this, but I personally feel the role of a PA and EA is hugely underrated, because the level of expertise that you learn, the guidance, the mentorship you know being that strategic support function, essentially too often a very senior executive, um, and obviously the you know brilliance arena and you know now your new boss and things like this, you know that level of access is unprecedented.
Speaker 1But to take that and then move in a lovely linear fashion into a personal area of expertise, expand the role into wellness, because wellness and health mental health specifically, as you talked about is a golden thread that we've not only through diversity, inclusion, belonging, equity and culture. It is something that we all need as a lever for performance within the context of a greater business. So, um, that is superb and I I'd love you, as we get into our, our conversation, to share more about the work that you did with all the well-being roadshows, because that was really moving something of an idea into mobilizing this up and down the country yeah it, yeah, and it was.
Speaker 2I feel like that was the, the magic moment um for me, and because I think I'd been in the business for such a long time, I I got this real sense that it was very much, you know, head office, get all the you know everything shiny new, and we at the factories, who you know couldn't work from home during COVID, you know, haven't got all the shiny new offices, etc. We're very much, you know, left out of what we were doing and and that's just not what I wanted at all and we did try, we did go out to the sites and try to talk to them in their team briefings, which was great and a great first step, and I think you do need to do that first step, as in you know, this is what we're doing as an organization and just to sort of whet their appetite a bit bit um. But what it didn't do is it didn't, it didn't open up that conversation, and I think that's the really important part of this. So the well-being roadshows were um, they were hard work. I've got to admit it was three months of traveling um, but it was going to every site every, every shift pattern, you know, I remember being on the night shift and they were coming up to me going. We've never had this before. No one has ever come to a night shift to talk to us, and that for me was just like the magic moment, just like, yes, you know, this is exactly what I want.
Speaker 2But we got every employee off the lines. They came to each stand, so each of our four network groups plus the well-being warriors, the mental health estate is. We had our employee engagement forum there and our charity, so they everything we were doing in this space they had in that one room and they could talk to all of us and find out more about it. But I think that the great thing about it is that they were in smaller groups and therefore they felt comfortable and safe to be able to ask a question, share their thoughts and their feelings, and that's where we got the real rich conversations, the important insights into how they're feeling. And because I do think that in our, in our, in what's definitely in sort of like wellbeing and mental health, it's really hard to get data you know it is we are relying on people putting their data in our you know in-house system to find out, you know, why they're maybe off, sick or what, what you know what's going on, whereas you know, when you talk to someone face to face you really understand it and you really get to the to the crux of. You know what's going on at that site and how they're feeling and it it was just magical and and amazing, um, and it still gets talked about now. I'm sure when I do eventually leave Britvig it'll be like a a bit of a legacy for me because it was a really, really important part.
Speaker 2But then that then started an even bigger journey because everything we found out at that roadshow we then thought, right, what are we going to do with this? How are we going to make a difference? And that's when everything sort of came to light a bit more. We had more of our factory staff wanting to get involved with our network groups, which was so important because these network groups were head office led predominantly. So we needed to make sure that we had a presence at those different sites and in those factories so people knew they had someone to go and talk to and someone that was championing it, that site as well. That was really important. So now across our all of our like steer co's, we have a site, um worker joining that, which is just amazing, because I think sometimes when you work in head office you're quite tunnel.
Speaker 2You know there's that tunnel vision of how it works in a, in an office environment, but it's so different in a factory.
Speaker 2You know you're on that line.
Speaker 2You can't just come off the line for a webinar or a. You know the odd sort of like on teams meeting and they don't get. You know that shift pattern so they don't have the same necessary time at work as we do. So there is, it's quite complex and we do have to make allowances for that and I don't think that was thought of before and now.
Speaker 2When we do anything across, like any events or anything that we're doing to do with ED&I well-being, the first question I always ask them is what are we doing for supply chain? How is this going to work for supply chain? And if it doesn't work for supply chain, then we think, okay, do we really want to do that as a business? Because I don't. We've done so much work into making them feel like they're really part of the whole of Britvic and you're not forgotten about. I would hate now to disrupt that by, you know, going back to our old ways. So it's always the first question and we make sure that they're involved every step of the way, and I think we've just come on leaps and bounds because of it.
Speaker 1It's such a real example of the importance of grassroots right up the way to headquarters. And what's lovely and quite unusual, frankly, about this example is that you have taken the time and the effort to go and do this at whichever hours, and to adapt to those shift patterns, which is ultimately what diversity and inclusion is all about. It's meeting people where they are at and being specific for where they are at what time, etc. Etc. They might sound like small things, but you know yourself they are such huge things and it is those intentional pieces that make the most profound of differences to how people feel, no matter where they are in the organisation. And you know, what you've probably seen in Britvic and in other organizations is almost these pockets of culture in different areas of the business, and that's you know. It's very natural that you've gone to take that time and ultimately, that culture and people feeling these things, you know, wherever they're working at, whatever time, are then going to be saying that to their friends, their co-workers, and exactly exactly opening up that conversation.
Speaker 2It was, you know, is what we wanted. But we made a conscious effort that we, when we started the road shows, the head office was going to be last. So we went out on the road, we did everyone else first and the head office was last. And they and a lot of people were like, when's the road show coming to us? And I'm'm like you need to wait your turn. We are, you know, our sights are a priority for this one.
Speaker 2And that was really lovely and there was that real sense of you know, one of our values is we care, and I feel like that was just weaved through everything you know, through that thought process of what we were going to do.
Speaker 2And it was just so important and, like, like I said, the insights that came out of that then led on to us doing the nightclub, for example. So, which is where we did, um, we focused in support for our night shift workers and which was so important because when I was there talking to them, realized that actually they know they they do have challenges working on night shifts and therefore they need a bit of support. And we ran the nightclub and that was another great, you know, initiative and they really felt that wow, you are taking the time to come and see us and and give us these tools, and we've implemented um quite a few changes from that and people have really changed their habits and hopefully you know it will help them and the engagement stats from doing these interventions I'm sure are absolutely huge and I would love to know kind of some of the differentials that show that driver.
Speaker 1we hear a lot about what's the return on investment and so on and so forth, and you know there's times where we feel like rolling our eyes because we're like, look look at the impact of inaction and not having that I mean something as simple as there being a different culture in the headquarters versus being on a factory site. We know that it will happen. How can we be the glue that binds that together and really shows the intentionality and the effort? Um, that investment is something that comes out in the you know the branches and the leaves in terms of engagement and productivity, and those are the kind of you know, rois and iois we've started to call them that cannot be questioned.
Speaker 2Yeah, and I think getting the buy in for this was quite a big deal because, you know, having our workers come off the lines is ultimately going to cost us as a business, you know, quite a lot of money. So I needed to make sure that it was worth worthwhile. Needed to make sure that it was worth worthwhile. Our engagement scores actually went up by five points in supply chain alone In our last survey. We've just done our new survey now and we've gone up by seven. So we're doing really, really well and and I I'm a true believer this is just because we've just changed our mindset mindset and we've put them at the front of our mind and it's making a huge, huge difference. And, yeah, I'm super proud of the whole team.
Speaker 1Amazing. So we've talked about wellbeing, warriors Day and the nightclub headquarters to in the factories and supply chain engagement scores. Let's move into a couple of other things which are more around kind of you and your, your vision, I guess, for for the future. But how, how do you view diversity, inclusion and belonging equity culture these days, and what does diverse and inclusive leadership mean to you personally, having been through this journey personally and professionally?
Speaker 2I just think it's so important and I feel like that we need to build that inclusive culture so that people feel safe. For me, and when I think about my journey and the fact that I didn't feel safe to share what I was going through and how I had to deal with that alone, I never want anyone to ever feel like that and I just I feel like if we can build a safe space, an inclusive culture, people can you know. It doesn't matter what background, what color, what gender. You know be yourself and and share yourself with others, I think we will foster an amazing culture. Um, and I'm it's just something that's very close to my heart and I'm a true believer. If you can do that, you can win as a business. Um, um, for sure, because if you've got engaged employees that feel like they belong, you know they feel like they can be themselves, you know share with their peers, I feel like you can. You can, you know, really win as a team.
Speaker 1I love how you speak about this being winning in a team sense and the fact that you know, ultimately, this is diversity is a commercial lever for economic growth and prosperity. You know, we know, that it is the right thing to do and, as you say, you know psychological safety it's of absolute importance, but equally, it's fantastic for the business. Look at the kind of engagement scores and things like this that you get, but putting that and converting it into the fuel that is productivity and growth I mean you're talking about. You know a huge amount of revenue and we're in the business of doing business, so all of that is is incredibly important. Um, moving into the lightning round, and I'm going to give you about 30 seconds to answer the the next couple of questions. I'm going to start with the hardest first, of course, um, which is what would you say is your secret to success?
Speaker 2It's just be yourself. You know, I very much thought that being who I was wasn't the right thing to do. And trying to try and be someone else you know someone that or putting on a front, you know I very much was surrounded in my my career with, you know, quite strong characters, very well educated, and I felt like I had to try and put on a bit of a front to sort of keep up with with that and that's just not me and I and I think that probably contributed a lot to to my, you know, mental health struggles. So now I'm very much like you know what just be yourself. Ok, I might not always be, you know, as corporate as I should be or necessarily say the right things, but this is me. You know, as corporate as I should be or necessarily say the right things, that this is me, this is who I am.
Career Inspiration and Gratitude
Speaker 1Please accept me for who I am, because if you do, we can do great things together and I know that I will succeed being Sarah and no one else that's so refreshing to hear and I would bet I've often wondered actually, I often wish that I could be a fly on the wall when watching someone listen to a podcast that there's lots of nodding heads, because how many times have we walked into meetings and thought, oh, my goodness, what are they actually talking about? Um, you know, to put it into layman's terms, at times is exactly what we need. Everyone is learning and everyone is growing, and I think also what you're saying is you're Sarah, here at home, at work, etc. You're also saving time and energy by not covering or surface level acting, essentially because that is exhausting.
Speaker 2That's exhausting stuff it is and and I'm, I'm very I'm such a curious person and and very much like, if someone was to say something I just didn't understand, I would be very much like, sorry, can you explain that again? And I'm not frightened to to ask them to do that, and and then, and back in the day, I would never have done that because with the fear of looking silly, and what do you mean? She doesn't know what we just said. You know it's, whereas I'm like you know, I'm just going to say it and don't get me wrong, I'm not saying I'm perfect and I do struggle with imposter syndrome, especially coming from an EA position where, I think you know, some people don't, you know, necessarily think you maybe have the skills to do something else.
Speaker 2And and I do remember when I first got the EA role, I remember my boss saying to me if you do that job, you'll never get out of it, you'll be pigeonholed in that forever. And that's always stuck with me. And I was like you know what, when, when I was doing that obviously the well-being thing I had that in the back of my mind, thinking no, no, this isn't going to be me. I'm going to follow my passion and be myself and, and you know, and create the dream and and I feel like I I really have done that and and I do continue to do that, even with the perimenopause and, you know, imposter syndrome and all these things that I'm going through in my life at the minute, I still try and stay sort of grounded and be as true to myself as I can well, you've definitely proved that wrong about being pigeonholed into a certain role.
Speaker 1Equally, isn't it fascinating and great that there's these moments in life that you never forget, but actually they've also helped fuel you onto making that change, so definitely not a bad moment being told that.
Speaker 2Yeah, exactly, definitely a moment I'll. Never forget.
Speaker 1And how about anyone who has inspired you in your career and in your life?
Speaker 2You're probably going to know the answer to this, and I would say Claire Parker, without a shadow of a doubt. I feel like I've had a journey with, actually, both Claire and Zarina, who I know, you know very well, but Zarina gave me, um the chance and I feel like she saw something and, um, I've never had that before and I'm I'm truly grateful to her for for letting me to come up with some wild ideas and just run with them and and what's the worst that can happen.
Speaker 2I remember her saying once and it's like you're right, let's just go for it, let's try it, and that I really appreciate. But for Claire it was very much like that light bulb moment and and it was I was very nervous, I wasn't very confident and she really gave me the confidence to go after what I wanted and actually prove people wrong. And I learned so much from her and I guarantee without both of them I would never be in this position now and I would. You know, yeah, I'd be gutted if this wasn't wouldn't have been my journey. So I'm truly grateful to both of them.
Empowering Women in Business
Speaker 1So that is so nice. Honestly, that is so nice and I think they're both amazing, absolutely amazing and I'm breaking my own rules here because it's meant to be a lightning round and you're meant to only have 30 seconds and here I am talking over it. But yeah, they are such amazing women. It's so much easier said than done to take and give someone an opportunity and give them a chance. You know, let's face it, none of us want to be, you know, spending too much time in the victim part of the uh carpman drama triangle, even though we know that we're all like victim rescuer, persecutor at different times. But to give someone an opportunity and have that belief and not just say it is a game changer, yeah, I completely agree. And having, you know, having women as well who really care, who really care and don't just say they care actually will put steps and actions in motion.
Speaker 1Say, do you know what sarah is amazing and this and that and the other given opportunity I think I can hear zarina saying that as well. What's the worst that could happen? Happen, I've seen it. She's my go-to as well. She's amazing, claire is fabulous and, um, you're gonna see you in person tomorrow at pride. Yeah, amazing how the world goes round, isn't it? And finally, I wonder if you could go back in time and talk to the even younger Sarah, because you're very young anyway. But if you go back in time and talk to the young, less than confident Sarah, pre-boys and all that kind of jazz, what might you say to yourself, if anything?
Speaker 2Just be more confident, like it is that saying, and I think that be the the, the, it should be the um tagline for this podcast. But what is the worst that can happen? And it's so true it's I should have done, I should have asked. You know, I should have asked for the opportunities earlier, um, and, and it was out of fear that I didn't.
Speaker 1So I feel like if I could go back, that was the one thing that I think I would I would change for sure so don't be so hesitant to ask the question and step out of the comfort zone, because clearly you are living, breathing proof that it has happened yeah.
Speaker 2So have that belief in yourself, because I think we're so quick to doubt ourselves. And actually, you know, I do now believe that I think I'm good at what I do. You know I'm not putting myself down like I would have done previously, you know I, you know I I'm, you know, put me in the right environment, with the right people, and you know we can do such great things and I just know that you know that that to me, is so important to to um, you know, be with the right people and champion them as much as they champion you.
Speaker 1Sarah, it's been such a pleasure having you on the podcast, as ever, really authentic, really candid, really open and vulnerable, which I think is such a positive trait and something that more leaders need to really embody. There's been so many learning points from our podcast which I'm sure people will take away, but I'll pull out just a couple that have really resonated with me, and that is, you know, being tenacious enough not to take no for an answer or not to conform to the stereotype or presumption that someone may have of you, and you've proven that in the taking the role as an EA and going on to other bigger, better, greater things, but equally recognising that EA role is such an important one. I don't think that we give that anywhere near enough credit. It's a key strategic position and for those that are tuning in whether you are in a grassroots role, wanting to accelerate the career, or whether you are in a senior executive role right now, having brilliant support around you is critical, and keeping those individuals along the journey, no matter what. The case is a huge fuel for growth, innovation and engagement. The case is a huge fuel for for growth, innovation and engagement.
Speaker 1Um, engagement has been another key aspect of this podcast, along with mental health and well-being, and I think there is an intrinsic link there between the two. Um, going out to uh the the depots at all times and all hours and curating something from an idea and then being out there in a proper roadshow environment, I think is something really inspirational that we can all learn from, whatever the business that we have. So thank you very, very much, sarah, for all of that knowledge and sharing your pearls of wisdom. It's been a superb session and a great way as well to finish a Friday or nearly finish Friday, because at the time of recording it's mid Friday. We're getting that Friday feeling, getting ready for Pride tomorrow in London and feeling very excited indeed. So thank you again, sarah, for joining.
Speaker 2Thanks for having me. I've loved it. Thank you.
Speaker 1My name is Leila McKenzie-Dulles, dallas, founder and CEO of Dial Global. You've been listening to the superb Sarah Monday of Britvic soft drinks. You can download the podcast. Please do give us a lovely review if you've enjoyed it. Um Apple podcast, spotify, any of your favorite podcast apps. You can download us on and subscribe, or visit us directly, where you can also find show notes. Wwwdialglobalorg forward slash podcast. Take care, and we'll look forward to seeing you again very soon.