Zoe Collins: The Activist Fighting For Equality, Diversity and Inclusion in Workplaces

This month, BLK Brit was given the opportunity to interview Zoé Collins, an inspiring Black woman fighting for equality, diversity and inclusion within work spaces. With recent reports over the last year, disclosing the disproportionate levels of unemployment and challenges faced by Black people, we felt compelled to talk with Collins and understand more about her work at The Equal Group - an organisation “established to give organisations the tools and support they need to fully reap the advantages that come from embracing Diversity and Inclusion”.

With that said, let’s get into the interview! It’s time to learn more about Zoe Collins, her work at The Equal Group and uncover her powerful words of advice for those wishing to enter the technology/construction industry.

Raissa: To begin with, tell us a bit about yourself. Who is Zoé Collins?

Zoé: Zoé Collins is a creative, singer-songwriter, and activist in all things EDI ( Equality Diversity and Inclusion), specifically in the areas of race and the equal treatment of women. 

I’m a lover of black literature and collecting hard-to-find vinyl records, but I believe that everyone should have that one thing they are super passionate about and for me, that one thing is Equality Diversity and Inclusion. 

Raissa: At the beginning of your career, you worked with global brand ASOS. Making your way from social media advisor to a Technology Change and Communication Analyst. Can you tell us what this role entailed and how prominent it is in the technology industry? 

Zoé: This role saw me working with the CIO (Chief Information Office), basically the head of all Technology. The role required me to know what big changes were happening in the business which could impact or require the help of the Tech department. I worked on critical change projects which had an impact on how the entire department worked. It was important that I was accessible and approachable and always ready to listen. 

Raissa: As a Black woman who has navigated the technology industry and obtained what I would call senior level roles, how would you describe your experiences thus far? 

Zoé: My experience so far has been a collection of risks and lessons learnt from past roles. When I graduated from University after studying Events Management and Public Relations I didn’t have a clue what I was going to do! I knew I wanted to work for an online company because technology was on the rise, which is why I decided to take the first job I could grab in a tech company and work my way up. While working my way up I made sure I reflected and kept lessons learnt in every role. 

Some lessons were a lot harder to learn than others, especially when it came to being honest with myself about the skills I needed training on that would help me get further in the industry, such as a basic understanding of different programming languages. What was even harder was the imposter syndrome that kicked in the higher I climbed and the closer I worked with people of power. Being a Black woman of a certain age, people automatically question why you are in the position you are in, and things like microaggressions and stereotypes kick in, all while you are just trying to do your job. That said, I would not trade those experiences for anything. Going through that helped me become the woman I am today, and it gave me more drive to do things that would leave a lasting positive impact for future generations. 

Raissa: Do you find there are a lack of Black brits within the technology especially within senior position? If so, how do you think this organisations/brands can improve this?

Zoé: The tech space is full of Black Brits who are soo talented it’s insane! Yes, there could be way more but they are certainly there. The issue is they are not given the opportunity to take on senior roles. Unfortunately the recruiting world is not an inclusive space and people tend to hire people that look like them which in the tech space is, older white men. 

Unfortunately in the tech industry, there is a notion that the older you are the more you know, but that is not the case. 

There are so many Black techies who are introducing revolutionary changes especially in the AI (Artificial Intelligence) space, but they are overlooked for senior positions. The way organisations recruit needs to change. Traditional recruitment processes are laced with bias, which results in a work environment where everyone looks and thinks the same. This lack of diversity prevents inclusive innovation, and is actually harmful to business growth. 

Raissa: You’re now working with The Equal Group as their Equal, Diversity and Inclusion Consultant - can you tell us more about the organisation and your main ethos? 

Zoé: At The Equal Group, our mission is to unleash the full potential of organisations by identifying and eliminating bias from the workplace, using data and technology. We achieve this by working with a number of organisations across various industries and provide strategic consulting, effective training and innovative solutions delivered using technology. 

Raissa: Now, it’s no secret, there’s a disproportionate level of unemployment and barriers faced by Black people in regards to work accessibility and progression. We’re aware you’ve recently launched a recruitment drive alongside the Major of London to encourage and get more Black men into the construction industry. 

How did the partnership begin and what does it entail? Were you approached for this initiative? I can imagine how proud you must be to work towards making a change within the community. 

Zoé: The Mayor is aware of the disproportionate levels of unemployment faced by Black people in London, especially in the Construction and Infrastructure sector, and specifically the lack of representation of black men. 

The GLA (Greater London Authority) Workforce Integration Network (WIN) was launched in 2018 as part of the Mayor of London’s Strategy for Social Integration to improve pathways for underrepresented groups in the workplace. 

We are so proud to be working in collaboration with the Mayor’s office and WIN, creating platforms and ways for young Black men between the ages of 16 to 24 to find sustainable employment. Our first two Recruitment Drives focussed on Construction and Infrastructure, and based on their success, we will be launching a third Recruitment Drive for the tech sector in November 2021.

Raissa: Would you say the attendees felt more confident and ready to tackle the construction industry when they left? It’d be great to know the impact this event had on the attendees. 

Zoé: The three-day events were hugely successful with positive feedback from attendees who left feeling confident and equipped with the insights and knowledge to successfully land roles in the sector. 

You can find video testimonials from attendees on our social media pages to hear the impact of the Recruitment Drive directly from them. 

Raissa: Now, if you could give one advice to Black men and women hoping to enter the technology or even construction industry.. what would it be? 

Zoé: The issue is when people hear “Tech”, they automatically think you have to code or study computer science, but this isn’t the case. When people hear “Construction” they think you have to work on a building site, but this isn’t the case either. 

There are so many roles available in Tech, from accounting, HR, project management, market research, communication and design. In Construction, there are hundreds of roles that do not require you to work on a building site, but rather focus on communication, team leading, or landscape work. 

My advice to any Black Women or Men trying to get into the industry is to not underestimate the power of transferable skills. If you organise community gatherings in your spare time, you have event management skills that can be transferred. If you give readings in church, you have public speaking skills. If you have been unemployed, you have made sure to not spend more than you can afford and can budget effectively. All these skills are valuable in tech and construction. 

Also, it is never too late to learn. A lot of the skills and knowledge needed can be taught and many organisations are willing to invest in talent, so research and ask questions. Most importantly: do not let anyone make you feel that you are not meant for or be in certain roles - you are meant to be there as much as anyone else. If someone makes you think otherwise, what should you do? Acknowledge it, address any negative feelings of doubt that it may have raised in you, and then release it. Everyone is worthy of success, regardless of their background.