National Inclusion Week

Across our regions, our workforce reflects a genuine mix of backgrounds, ages, experiences and perspectives. That diversity isn’t incidental — it’s part of what makes our teams great, from site level through to head office.

We are proud to be marking National Inclusion Week 2026 from Monday 14 to Sunday 20 September. The week provides an opportunity to pause, reflect and consider how we can continue to strengthen an inclusive culture at Glen, where everyone feels valued, respected and supported.

This year’s theme, “Build Trust. Navigate Change”, recognises the challenges people are facing, from significant change and financial pressures to evolving expectations. It also highlights the importance of continuing to create a place of work where people can be themselves, develop and do their best work.

Inclusion takes more than good intentions. It requires ongoing action, open conversations and holding people accountable. At the heart of this is trust — opportunities for people to be heard, valuing different perspectives and recognising the barriers that can affect people’s experiences at work.

Our long-term approach to a culture of care, equality, diversity and inclusion (EDI) is helping to embed sustainable and inclusive practices across Glen, and our EDI policies help promote inclusive behaviours and raise awareness across our teams.

Above all, National Inclusion Week is a reminder that inclusion is an ongoing journey. As we navigate change together, we can all play a part in building trust by listening to and supporting our colleagues every day. It’s not a one-week conversation — the week is simply a reminder to say thank you, to everyone who brings their whole self to work, and to everyone who helps make that possible for others.

Inclusion: creating a workplace where everyone belongs.

Let’s reflect on how we can create a workplace where everyone feels respected, valued and able to contribute. Small actions can make a big difference.

•  Listen to different perspectives and avoid making assumptions about other people’s experiences.

•  Make space for everyone. Consider who is being heard in meetings and who is being invited into conversations.

•  If you notice language, behaviours or practices that could leave someone feeling excluded, don’t be afraid to respectfully challenge them.

•  Be mindful of accessibility. Think about whether information, meetings and the workplace are accessible to everyone.

64% of Brits believe the top sign of success is being kind and decent. The poll, conducted by Haribo, found that looking fit and healthy (59%) and admitting your mistakes (46%).

Creating an inclusive culture isn’t the responsibility of one person, team or department. We all have a role to play.

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