Winner of the Diverse Company Award at the 2025 National Diversity Awards
A short summary of your work or mission
At Volkswagen Group UK, we know that our success depends on our people. That’s why we’re building and nurturing a high-performing, diverse and inclusive team, drawn from different backgrounds and experiences – all with something unique to offer.
We believe this is the best way to fulfil our ambition to shape the future of mobility. Creating an inclusive culture is about ensuring that every colleague can thrive, develop, and play their part in our long-term future. And we’re working hard to embed this culture into every aspect of the work we do.
How has your work made a difference to your community or the people you support?
(We’d love to hear about real moments, changes, or stories that show your impact.)
After we’d entered the National Diversity Awards this year we gave colleagues the opportunity to support our entry and we were really blown away by the responses. Not only could we see that our teams really feel that DEIB (Diversity, Equity, Inclusivity and Belonging) is part of our fabric now, but the individual stories showing the impact we are making was really inspiring.
Our employee network groups (ENGs) have had a big impact in challenging us to think differently. This is evident particularly in shaping new policies, and it was clear our focus on neurodiversity in the workplace, as well as offering children’s diagnoses of this as part of our private medical offering has been a massive help to people. Similarly with our carer and family-related policies, for example changes to maternity and paternity leave, people can feel the difference in their lives.
What first inspired you to begin this journey?
(Was there a particular moment or experience that sparked your passion?)
Volkswagen Group’s journey began around 10 years ago and our focus on D&I has gone from strength to strength in that period where we brought in Equity and now we move into Belonging. Our people team and employee network groups are at the heart of a lot of our activities and drive change across the business, but the addition of my role in 2022 enabled a more co-ordinated and strategic approach to DEIB. I was particularly keen to broaden the focus on disability and neurodiversity as this had been one of the tougher areas for Volkswagen Group to crack without much experience in this area.
Tell us about your experience at this year’s National Diversity Awards ceremony.
(What were your favourite moments, and how did it feel hearing your name announced?)
It was just fantastic! We had done a lot of benchmarking in the automotive sphere and had had success in this area, but we entered to see how we would fare against a broader range of companies. We were absolutely delighted to be shortlisted and to claim the overall award was just incredible – we were super proud! I also loved being able to share the news and award with all the colleagues whose hard work this award represents, it really does take a village!
How do you think winning this award will influence your work or your future goals?
I know it’s a cliché but DEIB is a marathon, not a sprint. Any awards are amazing recognition, but we always accept them as an indication that we’re doing the right things, not that we’ve ‘succeeded’. It gives great reassurance that if we can double down on our efforts, we’ll foster the genuine culture change we need to be able to say that Volkswagen Group is not only the UK’s leading automotive company but also the most diverse.
Which of your projects, initiatives, or campaigns are you most proud of, and why do you think they’ve had such a strong impact?
Gosh there are so many! There’s a lot we’ve done in policy changes (see Q1) and we’ve made a great deal of progress in the disability and neurodiversity space, but one of the things we’ve been really pleased with is our approach to data collection. We still maintain if we don’t know our people and they don’t feel safe to disclose then we can’t make changes that really support them and deliver an environment in which they feel they belong.
We ran a data collection campaign during 2023 called ‘What Makes You, You?’. The average response rate was 83 per cent (with certain questions scoring considerably higher). We saw disability declaration jump from 2 to 16 per cent: for us that meant that we’d created a culture where declaring a disability was seen as a gateway to support, not something that would be seen as limiting opportunities. This has allowed us to map the employee lifecycle through a diversity lens and take a more targeted, evidence-based approach to the actions that will make the greatest difference.
We’ve also been supported by some incredible guest speakers who have helped open up meaningful and often difficult conversations. Rory Bremner shared his ADHD diagnosis journey, reminding us that it’s never too late to seek support. Elliott Rae spoke powerfully about parenting out loud and men’s mental health - challenging how we raise our boys and how we show up for the men in our families and friendship groups. More recently, Professor Green joined us to share his personal experience of ADHD and autism, alongside becoming a first-time father, weaving together themes of mental health, alcohol and ice-baths!
These sessions - alongside countless others have reached hundreds of colleagues. The ripple effect they’ve had in normalising conversations, building understanding and encouraging people to open up has been incredible. It reinforces the importance of taking a whole-person, whole-system approach to inclusion, looking at this from every angle.
Looking back, is there anything you would approach differently now, or something you’ve learned along the way that changed your perspective?
From a cultural diversity point of view, I think we could have been more mindful of some of the deeper issues which affect people from diverse backgrounds. We used a successful employee network group blueprint across all our ENGs without realising that we wouldn’t affect change as quickly in all areas. Since then we have introduced ‘listening circles’ with our board of management and reverse mentoring schemes to help our leaders understand more and listen to feedback with an open mind.
What advice would you give to others who want to make a positive difference in their community or workplace?
Just start! I often get asked where to begin and will happily share some of the learnings we have made along the way but the most important thing is to understand where you are today, do something and track your progress.
Also speak to colleagues and actively seek out what matters to them; don’t assume you already know. Creating space for honest conversation builds trust and ensures your efforts are grounded in real experience, but you must follow through!
Finally, take both a qualitative and quantitative approach. Data alone doesn’t work in this space, and neither does feedback in isolation. The real impact comes from bringing the two together, using data to show you where to focus, and experience to help you understand why and how to act.
Who has inspired or supported you most on your journey, and how have they influenced your work?
I’d have to say my dad. Growing up in a family of five girls, in a culture where women were often treated differently, he was unwavering in his belief in equality. We were never made to feel limited or disadvantaged; the message was always that the sky was the limit and hard work gets you there.
My faith has also had a huge influence on me. The Sikh principles of equality, justice, courage and living your truth align deeply with this DEIB work. Seeing my dad navigate racism in the workplace in the 1980s, and his openness in talking about those experiences, shaped my understanding early on and continues to influence how I approach inclusion today.
What does receiving a National Diversity Award mean to you personally, and to the community or cause you represent?
It’s fantastic recognition that we’re on the right path and we’re moving in the right directions, making a difference to our people and their families, as well as the wider automotive industry and our community. Personally, this award is not for me – it’s a marker for all our colleagues who give time and energy, often alongside their day jobs, to help drive change in our organisation.
What’s next for you?
For me, it’s about continuing to listen and lean into the more challenging and difficult conversations - and, importantly, taking action where it matters most. The awards process has given us a valuable opportunity to be honest about where we’re doing well and where we still need to improve. Ethnicity is one area where we know there is more work to do, and this is on the agenda for the year ahead along with Disability Confident.
We’re also strengthening how we work with our leadership teams at every level, from the Board through to all People Managers. As the social landscape continues to evolve, businesses have an important role to play in responding thoughtfully and responsibly. I’m excited to keep learning, adapting and pushing this work forward, while responding to the challenges and surprises that lie ahead!
Thank you for sharing your story, we can’t wait to celebrate your continued journey!