November 3, 2025 • 23 mins
What does it mean to truly belong at work? For Victoria Tobin, Senior People Partner at Manchester Airports Group, the answer is shaped by nearly 20 years of HR leadership across the UK and internationally.
From steering complex transformations to shaping cultures where people feel seen and valued, Victoria brings a wealth of insight into how representation and authenticity drive lasting change. Her journey offers a powerful perspective on building workplaces where every voice matters and talent can thrive.
In this conversation, you’ll hear:
➡️ The barriers that still hold back minority ethnic professionals
➡️ Why visible role models can inspire whole organisations
➡️ The different factors that shape people’s career experiences
➡️ Why “bringing your whole self” is more than a slogan
➡️ Why diversity isn’t a tick-box exercise, it’s daily action
This episode is both personal and practical. A must-listen for leaders and employees alike, offering inspiration and tools to help create workplaces where everyone can truly thrive.
Find out more about We Are PoWEr here. 💫
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Hello, hello and welcome to the we Are Power
podcast.
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the podcast for you, your careerand your life.
We release an episode everysingle Monday with listeners in
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(00:21):
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Power.
Hello and welcome to today'sepisode.
(00:49):
I'm delighted to be joined byVictoria Tobin, who is the
Senior People Partner atManchester Airport Group.
Welcome to the podcast.
Thank you for joining us on theteal couch.
Speaker 2 (01:00):
Thank you.
Speaker 1 (01:01):
What does your day job look like?
Because I imagine you'retalking Manchester Airport Group
.
We're not just talking oneairport here, we're talking a
collective, aren't they?
East Midlands, stansted andManchester, and Manchester, of
course, but that's a lot ofpeople.
Speaker 2 (01:17):
A lot of people, indeed, absolutely.
Speaker 1 (01:20):
What does day to day look like for you?
How many steps do you get in?
Speaker 2 (01:28):
Well, ironically, I don't actually do that many
steps and you have to be veryactive to actually get out into
the airport.
So I currently look afteroverall 7,000 employees.
However, I'm based at Group andif you don't actually take the
time to get out and be in theairport, you can actually be
very much away from it.
So when I used to be based inStansted, I used to take time
(01:51):
out to go to do what we callGemba walks, and that would be a
really great opportunity tojust get to meet the general
public, engage with them and seehow we can improve their
passenger experience.
Speaker 1 (02:02):
Oh wow, see that an airport has always been my dream
job.
I just think me a radio and aclipboard.
I would be in my element, butI'd have to have those shoes
with little wheels on that Icould, like you, leave my way
down still time, though I stilldon't.
Now, victoria, your careerspans nearly two decades in HR
across the UK andinternationally.
(02:23):
What is your understandingaround representation and
inclusion evolved during thistime?
Because it has changed, hasn'tit?
We change acronyms, change on aprobably annual basis, don't
they?
Speaker 2 (02:37):
Absolutely.
No, absolutely.
That's a great question.
I mean, when I started as a HRpractitioner back in 2008,.
The Equality Act hadn't come outby that time, right, and the
world of work was so different,you know.
So, just something as simple ashow to pronounce names, where
we have got such a culture nowof making sure the pronunciation
(02:59):
is correct and, you know,accepting people, be your true,
authentic self, that wasn'tsomething.
That wasn't the world of workthat I started in.
Ultimately, people could berude and there wasn't anything
that you could do about it,because you know they'll say
certain comments about being awoman, just even just things as
simple as walking down thestreet, for example, the wolf
(03:21):
whistle.
So the world of work hascompletely changed, right, and
then evolving with that andgrowing with that.
It's just about actually, whydoes this not feel quite right?
Or okay, I may be the onlyperson in that, but correcting
people as they go along andsaying, actually that doesn't
feel right for me, that'soffended me, and helping people
(03:41):
to get along on that journeyit's kind of constant education,
isn't it?
Absolutely, and are you?
Speaker 1 (03:46):
comfortable like you know, sort of saying you know
what.
Actually that's not right.
In fact it's critical we do itright.
Speaker 2 (03:51):
Absolutely.
And if you're not part of thatpoint of correcting people or
educating people, then nothingis going to change.
And it's understandable as wellthat that's going to feel
uncomfortable sometimes.
But some what I have come tolearn, especially now, is that
you've got to be that person togo forward and be that change
that you want to be yeah, if notyou, who right?
Speaker 1 (04:13):
because otherwise you can be that bystander at the
side.
But you can be an activebystander and do things, and you
you talk about.
You know, none of us want totick boxes, and representation
is not just about numbers, is it?
But how can we look at that?
How can we?
Because we always want to onthe podcast, trying to give
people ideas or a way forward,because sometimes people think,
(04:35):
oh gosh, we're not there or well, nobody's there, nobody's,
there's no finish line, is therefor inclusion?
Or there's no finish line.
But how can we unpack what thatthat means for organization,
because you talk about?
It's about making impact, notabout numbers right again.
Speaker 2 (04:52):
Great questions, um, about making impact really is
when you are that person who maybe the only one in the room.
I think it's important to bringpeople along on the journey.
So don't be so elusive.
Be comfortable talking aboutthings such as the music that
you might listen to or thingslike what you may have done over
(05:14):
the weekend.
I think it's really importantto just take out a little bit
about yourself to just bring tothe table, because it can be
very challenging when someonesays, well, what did you do for
the weekend for?
And everyone's like, oh, I gotdrunk, I was in the club, or
they did other things, or theymight have a completely
different experience fromyourself.
I think it's really importantfor myself to bring out, maybe,
(05:38):
what I might have donedifferently, what kind of foods
that I might cook, and then Imight literally be the only
black person that they'veactually come to talk to at the
workplace, but actually in theirwider circles as well.
So it's important, as anindividual, to bring a bit of
that impact to the table as well.
Speaker 1 (05:56):
And it is that's all about bringing your whole self
into the workplace.
Speaker 2 (05:59):
Absolutely.
Speaker 1 (05:59):
You've got 7,000 people.
You're responsible.
That's a big task to leteveryone you know allow that and
enable that and empower that.
What do you think are some ofthe consistent barriers we see
and I'm not always a big fan oflooking at what we can't do,
looking at what we can do but ifyou've got those barriers, what
(06:20):
are they and what do you thinkare the solutions?
How can we, you know, enable umand that advancement,
particular of our globalmajority, individuals and
colleagues?
Speaker 2 (06:33):
I think, part of working in such a diverse
organization, what we can do isown it.
So we own the problem by makingsure that we have in mag for,
for example, resource groups,that diversity is not just about
race, it's also about abilities.
It's also about making surethat the passengers that come
(06:53):
through the doors, for example,can see people that look like
them.
And I, for example, I rememberonce coming off the train at
Stansted I saw a man with a canecoming to work by himself.
He was absolutely walking fasterthan I could ever walk up.
I couldn't even keep up withhim and I saw like an
obstruction on the road and Ithought let me just quickly move
(07:14):
out of the way.
He moved past me and actuallywent and still managed to go
into the same building as myselfand I thought how awesome is it
to be able to work in aworkplace where there's people
with wheelchair access that needwheelchair users, for example,
or there's someone like himselfthat you know had a visual
impairment.
But literally, that diversityis there for everybody to see a
(07:39):
bit of themselves, and I want tobe a part of that.
Speaker 1 (07:43):
And what part of language got to play in ensuring
whether it be job adverts,whether it be informal networks
panel, you know compositions inreinforcing and getting rid of
some of these barriers.
Speaker 2 (07:59):
I think, for example, by the time that the business
owns that and sees and sets KPItargets for itself, genuinely,
the business has to want toimprove those things and I think
, regardless of what sector orpart or part of the business
you're in, you have that part toplay.
So we have things that, forexample, the Duke of Edinburgh
(08:22):
Awards, which is around reallyengaging with the younger, early
careers that come through thedoor, making sure that things
such as engineering or peoplecan see a career for themselves
and the airport, but reallystarting from really young.
But at the same time, in therecruitment piece, I would make
(08:42):
sure that I will go on the panelfor certain things so that
people can see a female, someonethat we probably wouldn't have
expected to be in certain places.
It's about being a part of theairport experience as well.
So, like I mentioned earlier,around the Gemba walks sometimes
I see people that look like anauntie or something and they're
looking and saying hello, hello,how are you?
(09:03):
And they just want to come upto me and say I'm so glad you're
working here and I'm like thankyou, you know, and I feel so
proud for myself as well.
So I think it's about gettinginvolved in different things,
getting involved in activitiesthat maybe you don't feel
comfortable doing, but you do itanyway sometimes you just got
to come out with that where doyou sit?
Speaker 1 (09:21):
because sometimes it's easy to be comfortable,
isn't it?
It's comfortable beingcomfortable, so how do you have
to convince yourself to come outof that comfort zone?
Or are you comfortable leaningin or leaning out?
I?
Speaker 2 (09:35):
think it's really important to get used to not
being comfortable.
I think the world of work isgoing into a position where we
all have to start thinking abouthow we do things differently.
So for me, it's very importantfor me that I try new things.
Yeah, um, so that I go for thepodcast so when I was approached
(09:59):
for this, I thought do you knowwhat I'm uncomfortable, but I'm
going to do it anyway.
Yeah, um, and I think that ifyou don't do that, how are you
going to get comfortable doingit?
How are you going to make thatyour new norm?
And that's exciting.
Speaker 1 (10:14):
As someone else listening to this now will go
well.
Victoria's done that.
I want in on that right.
Speaker 2 (10:20):
Absolutely and that was part of my own personal
development as well was to goout there and be brave enough to
talk about things that make meuncomfortable.
You know, walking into a roomwhere I'm the only probably
female in very male dominatedenvironments makes me
uncomfortable, but I've done itfor a number of years now,
(10:40):
across engineering, acrossdifferent countries, and one of
the things that I've come tolearn is that actually those
have been my best supportnetworks, not something to be
afraid of, but something that'sempowered me more.
Speaker 1 (10:52):
And that's interesting.
That sounds like a really soundpiece of advice to pass on to
leaders out there who want tosupport more.
They want to be an ally or anadvocate, particularly
supporting ethnic diversity, andsometimes people think it's too
difficult, difficult oh.
I don't want to do that mightor want to?
Yeah, I might say the wrongthing.
(11:14):
What would you say to them beyou and do it.
Speaker 2 (11:17):
I will just say do you know what?
I don't think about it.
Just do it anyway and actuallybe a part of groups that you
don't know much about.
So I remember with with myhusband.
I said to him in the you know,in the black African Caribbean
communities, it can be verytaboo to talk about LGBTQ.
(11:38):
So I said to him well, join thegroup in your workplace, join
the group so you can learn a bitmore about it and feel more
comfortable talking about it andbeing an ally to somebody, so
that you're able to understanddifferent terms of reference and
things like that.
And then he then started coming.
But no, you can't say that youneed to stop talking like this.
(11:58):
That's wrong.
That I was like, for god's sake, you know.
But it is exactly that.
Speaker 1 (12:03):
It's about being in environments that maybe are not
quite close to what you're usedto and it's interesting, isn't't
, it Is that ongoing education,because you think about medical
practitioners every year have tokeep that personal development,
that CPD, that continuedpersonal development.
But we don't do that.
When we're talking aboutinclusivity, diversity,
(12:25):
belonging, we just keepreinventing new acronyms, quite
frankly.
But you know we don't do that,whereas it is constant.
It's about starts with justbeing curious or ask a question
as well absolutely and also notbeing afraid.
Speaker 2 (12:37):
I think sometimes it's good to just be open and
honest with people.
So I have good friends and theywill say to me I'm really
nervous about talking about hairor someone's food.
I might cause an offence, andthings like that, and I always
think that no one isintentionally trying to offend
somebody.
(12:58):
So sometimes it's importantjust to say look, I don't really
know much about this.
Can you help me or can youguide me around these kind of
matters?
And I think people appreciatethat I know I do anyway.
Speaker 1 (13:08):
But that's just simple kind language, isn't it?
And I think that goes back toour point earlier about talking
about language.
Sometimes you can think abouthow that is in job interviews,
but actually this just comesdown to an everyday conversation
, whether you're on one of yourwalks whether you're walking
through the terminal when you'reon your way to work.
It can all fit in that and youtalk about nobody experiences
(13:34):
just one experience in in theirenvironment.
And this is where you talk aboutintersectionality, because I
think this is this can often bethe challenge where you go,
which group do I go to?
Am I going to the the women ingroup, or am I going to the the
the race and ethnicity group, orthe faith or the working parent
or the neurodivergent?
You know, I'm always a big fanof saying you don't have to be
(13:55):
monogamous to one group, you cango in, go around.
How do you, how do your worldsintersect?
Speaker 2 (14:02):
I think the beauty of being a HR practitioner is that
you get to dip your fingers inall of the pies, because
ultimately, it's not about onegroup.
One of the great things that wedo at MAG is that we actually
bring all these groups together.
We have, for example, next week, inclusivity Week Indeed.
And that's about all of thegroups coming together so that
everyone can have an opportunityto join into kind cafes and
(14:26):
things that they canparticularly take their interest
and dip in to different thingsthat might be of interest.
So, for example, I love beingpart of women groups generally.
Speaker 1 (14:38):
You're in the right place.
Speaker 2 (14:40):
Both in work, outside of work, because that is what's
helped my career, being like awoman that works mostly in
engineering.
There was a big drive inengineering to try and bring up
leadership and inclusivity inwomen and in that sector.
So of course I want to dabblein that pot.
(15:00):
But at the same time, I'm apart of Embrace as well and it's
important that I, you know,speed the face of yes, you can
do this.
Yes, actually, you don't needto be afraid.
People are out there, we don'tknow what we're doing, but we do
it anyway.
You know, and we're going tolearn from our experiences.
And then, at the same time, wehave importance to ensure that
(15:23):
all passengers, all people, cantravel.
It's an experience that we alllove, we all enjoy.
We're the journey makers andit's really important that,
whatever your accessibility, youcan have that experience.
So you double in respectability.
So you've got to be a bit ofeverything and that's the
pleasure of it.
Speaker 1 (15:40):
It's like you're journey makers, not just for
your passengers, but for yourcustomers as well.
Speaker 2 (15:44):
Sorry for your colleagues as well, isn't it?
Speaker 1 (15:46):
It's exactly the same .
One of the things that I knowyou are really, really motivated
is to give back um mentoring,so across engineering,
particularly young women, andthen equally charities dress for
success, I think, is one of thecharities that you support.
Um, what is that driver thatkeeps you, you know, in a world
(16:08):
where everyone's busy and timeshy and trying to get your steps
in because you can't?
Speaker 2 (16:13):
do them at work.
Speaker 1 (16:14):
What's that?
What's that?
That that thing that keeps yougoing on that.
Speaker 2 (16:19):
I think that will come back to the way I was
brought up.
Um, what good looked like forme wasn't just about how much
money you made or what the jobtitle looks like.
I came from very humblebeginnings whereby it was
important to serve yourcommunity, because that's what
made you great being a part ofthe community.
I love gardening, by the way,so I have a community garden
(16:42):
which everyone comes and getsinvolved in, and that's one of
my big hobbies outside of work.
But the really importance ofthat is that you're doing
something to give back, toreplace yourself.
You don't just keep taking, youhave to give back, and, whether
that's if you're lucky enoughto be getting jobs, put the
elevator back down so thatsomeone else can build up and
(17:03):
get that, and that's how youhave a strong community.
That's how your neighborhood isone where everyone wants to be.
I keep giving back.
Speaker 1 (17:12):
What's the main produce or what are you growing
on your community garden?
Speaker 2 (17:16):
Wow Okay, tomatoes.
Speaker 1 (17:20):
Oh nice, see, there you go Tomatoes to then food to
then community conversations.
It's totally circular, isn't it?
One of the things you talkabout is not shrinking to fit in
.
Yes, your difference is thatstrength, correct, yeah.
Speaker 2 (17:46):
Was that something you always lived by, or was
there a defining moment thatmade you go?
No, no more One.
I think again it from beinghaving an African mum, because I
will always go back home andsay, oh my god, why don't they
call my mum, wouldn't let me usemy English name?
While I was growing up, shemade me stick to my African name
, which is Ibitian.
Speaker 1 (18:05):
Ibitian yeah, ah, now that's on your LinkedIn profile
that's correct.
Speaker 2 (18:09):
There we go, yeah, yeah, yeah.
And she would not let me use itbecause she said you're African
, be proud.
No, keep Victoria away.
It's too English and I used tohate that because I wanted to be
called Victoria so that peoplecould pronounce my name and not
spell it wrong, and all of thosekind of things.
And it was very much about well, you're going to have to be
proud of what you are.
(18:29):
You have to put your head uphigh.
You have to be the best.
If you're the cleaner, you'regoing to be the best cleaner.
If you're the sandwich maker,you'd be the best.
Whatever you do, you have to bethe best at what you do and own
yourself.
So I've always had that kind ofa confidence.
Regardless of even if I'm notthe best at something, I've got
the confidence to feel thatactually I've got something to
(18:49):
bring to the table.
Speaker 1 (18:51):
What did just help me , ibitima?
Speaker 2 (18:53):
Yeah, ibitien, ibitien.
Speaker 1 (18:59):
Yeah, what advice?
Speaker 2 (19:01):
would you give young Ibitien?
Wow, it's funny because I didexactly what I shouldn't do,
which was change my name back tomy British name, right?
And I would say to the youngIbitean that are you crazy?
You are enough, yeah, thatnobody cares that.
What is important is aroundyour output.
(19:21):
Make sure you do the best youcan do and keep on delivering on
that output.
Speaker 1 (19:27):
Stop worrying about what people think and just do it
anyway you know, and beg forforgiveness if you have to if
you had a magic wand umunlimited resource and money um
to change how organizationsapproach representation
diversity, what would that be?
Speaker 2 (19:51):
Do you know what?
I would say that businessesneed to stop just thinking about
it.
They need to stop making itsomething about a tick box
exercise.
It is important, and sometimesit's not about the end result.
It's about actually just doingthe doing, not being glamorous
about it.
Just keep doing it.
(20:11):
Um, it's okay to feel thatyou're beating a dead drum
sometimes, but it is importantand it does make a difference.
Speaker 1 (20:19):
Just keep moving these, not words I need.
Yeah, now, victoria.
Yeah, we are going into thepower jar.
So the power jar if you, if youdon't know us yet, we are
questions from our previousguests, unknown.
Okay, are you ready to diveAlways?
Speaker 2 (20:40):
Deep dive.
Thank you, shall I read it out?
Yes, please.
What's the biggestmisconception people have about
you or your industry and what'sthe reality?
Speaker 1 (20:58):
There's a two part question there.
Speaker 2 (21:01):
OK, the biggest misconception people have about
me is that I'm a bit snobby, andI don't know why they think
that I think I'm a bit snobby.
I think that's definitelysomething they say oh, you're
much nicer, much friendlier thanI thought you would be.
Speaker 1 (21:15):
It's because you're power walking around the airport
.
That's what it is.
You're like that.
Look, I'm off.
Speaker 2 (21:20):
I think that's definitely the misconception
people have.
And then the second part of thequestion was your industry.
What do people have about theconception of your industry?
I think the aviation industryis that it's very glamorous and
that everyone's just glamorous,doesn't have anything to worry
(21:43):
about and they're just up in theair.
That's the impression that Igot, like Britney Spears on the
trolley.
Speaker 1 (21:49):
It's me with my radio and my clipboard right.
Speaker 2 (21:52):
Exactly that.
So I think that's themisconception you don't realise
how much the bigger community ofthe whole industry is and how
many people that it serves.
Speaker 1 (22:01):
Well, it's everything .
Speaker 2 (22:02):
It's a town right, it's a immigration office, fire
brigade, everything right.
Speaker 1 (22:08):
Feed you water.
Speaker 2 (22:08):
You arrest you fire brigade, everything right.
Feed you water, you arrest you,organize you.
It's all of that right,absolutely that.
And you learn so much, right?
So you've got that part of it.
But then, at the same time, isthat, um, and everyone thinks
that you're going to go onholiday, like, have you got any?
every day yeah, yeah, 100.
No, I just work for an airport.
No holidays for me.
But I think with HR is thatthey feel like you just do
(22:33):
administration and recruit andhire and that's it.
They don't realise the bigger,wider contribution that you make
keeping the organisation incheck.
Speaker 1 (22:43):
And how would you describe that in three words?
Your role.
Speaker 2 (22:51):
Your role.
I love my role.
Yeah, I absolutely love my role.
To be honest with you In threewords fun, crazy and engaging.
Maybe.
Speaker 1 (23:01):
And I would imagine never two days the same.
Speaker 2 (23:04):
Definitely not two days the same.
Speaker 1 (23:06):
Oh, victoria, thank you, and Manchester Aerobot
Group, thank you so much forjoining me.
So many questions we coulddelve into, but I think you're
right.
Everyone will assume oh, everyday is a holiday.
Every day you'll be able to goto duty free everywhere I'll
study on.
Speaker 2 (23:22):
I do go to duty free quite a bit yeah, excellent, I'm
loving that.
Speaker 1 (23:26):
Thank you so much for joining.
We're loving working withManchester Aircraft Group and
thank you.
I look forward to working withyou longer and in the future.
Thank you, subscribe on YouTube, apple, amazon Music, spotify
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Hello, hello and welcome to the we Are Power
podcast.
If this is your first time here, the we Are Power podcast is
the podcast for you, your careerand your life.
We release an episode everysingle Monday with listeners in
over 60 countries worldwide,where you'll hear personal life
stories, top-notch industryadvice and key leadership
insight from amazing role models.
(00:21):
As we Are Power is the umbrellabrand to Northern Power Women
Awards, which celebrateshundreds of female role models
and advocates every year.
This is where you can hearstories from all of our awards
alumni and stay up to date witheverything MPW Awards and we Are
Power.
Hello and welcome to today'sepisode.
(00:49):
I'm delighted to be joined byVictoria Tobin, who is the
Senior People Partner atManchester Airport Group.
Welcome to the podcast.
Thank you for joining us on theteal couch.
Speaker 2 (01:00):
Thank you.
Speaker 1 (01:01):
What does your day job look like?
Because I imagine you'retalking Manchester Airport Group
.
We're not just talking oneairport here, we're talking a
collective, aren't they?
East Midlands, stansted andManchester, and Manchester, of
course, but that's a lot ofpeople.
Speaker 2 (01:17):
A lot of people, indeed, absolutely.
Speaker 1 (01:20):
What does day to day look like for you?
How many steps do you get in?
Speaker 2 (01:28):
Well, ironically, I don't actually do that many
steps and you have to be veryactive to actually get out into
the airport.
So I currently look afteroverall 7,000 employees.
However, I'm based at Group andif you don't actually take the
time to get out and be in theairport, you can actually be
very much away from it.
So when I used to be based inStansted, I used to take time
(01:51):
out to go to do what we callGemba walks, and that would be a
really great opportunity tojust get to meet the general
public, engage with them and seehow we can improve their
passenger experience.
Speaker 1 (02:02):
Oh wow, see that an airport has always been my dream
job.
I just think me a radio and aclipboard.
I would be in my element, butI'd have to have those shoes
with little wheels on that Icould, like you, leave my way
down still time, though I stilldon't.
Now, victoria, your careerspans nearly two decades in HR
across the UK andinternationally.
(02:23):
What is your understandingaround representation and
inclusion evolved during thistime?
Because it has changed, hasn'tit?
We change acronyms, change on aprobably annual basis, don't
they?
Speaker 2 (02:37):
Absolutely.
No, absolutely.
That's a great question.
I mean, when I started as a HRpractitioner back in 2008,.
The Equality Act hadn't come outby that time, right, and the
world of work was so different,you know.
So, just something as simple ashow to pronounce names, where
we have got such a culture nowof making sure the pronunciation
(02:59):
is correct and, you know,accepting people, be your true,
authentic self, that wasn'tsomething.
That wasn't the world of workthat I started in.
Ultimately, people could berude and there wasn't anything
that you could do about it,because you know they'll say
certain comments about being awoman, just even just things as
simple as walking down thestreet, for example, the wolf
(03:21):
whistle.
So the world of work hascompletely changed, right, and
then evolving with that andgrowing with that.
It's just about actually, whydoes this not feel quite right?
Or okay, I may be the onlyperson in that, but correcting
people as they go along andsaying, actually that doesn't
feel right for me, that'soffended me, and helping people
(03:41):
to get along on that journeyit's kind of constant education,
isn't it?
Absolutely, and are you?
Speaker 1 (03:46):
comfortable like you know, sort of saying you know
what.
Actually that's not right.
In fact it's critical we do itright.
Speaker 2 (03:51):
Absolutely.
And if you're not part of thatpoint of correcting people or
educating people, then nothingis going to change.
And it's understandable as wellthat that's going to feel
uncomfortable sometimes.
But some what I have come tolearn, especially now, is that
you've got to be that person togo forward and be that change
that you want to be yeah, if notyou, who right?
Speaker 1 (04:13):
because otherwise you can be that bystander at the
side.
But you can be an activebystander and do things, and you
you talk about.
You know, none of us want totick boxes, and representation
is not just about numbers, is it?
But how can we look at that?
How can we?
Because we always want to onthe podcast, trying to give
people ideas or a way forward,because sometimes people think,
(04:35):
oh gosh, we're not there or well, nobody's there, nobody's,
there's no finish line, is therefor inclusion?
Or there's no finish line.
But how can we unpack what thatthat means for organization,
because you talk about?
It's about making impact, notabout numbers right again.
Speaker 2 (04:52):
Great questions, um, about making impact really is
when you are that person who maybe the only one in the room.
I think it's important to bringpeople along on the journey.
So don't be so elusive.
Be comfortable talking aboutthings such as the music that
you might listen to or thingslike what you may have done over
(05:14):
the weekend.
I think it's really importantto just take out a little bit
about yourself to just bring tothe table, because it can be
very challenging when someonesays, well, what did you do for
the weekend for?
And everyone's like, oh, I gotdrunk, I was in the club, or
they did other things, or theymight have a completely
different experience fromyourself.
I think it's really importantfor myself to bring out, maybe,
(05:38):
what I might have donedifferently, what kind of foods
that I might cook, and then Imight literally be the only
black person that they'veactually come to talk to at the
workplace, but actually in theirwider circles as well.
So it's important, as anindividual, to bring a bit of
that impact to the table as well.
Speaker 1 (05:56):
And it is that's all about bringing your whole self
into the workplace.
Speaker 2 (05:59):
Absolutely.
Speaker 1 (05:59):
You've got 7,000 people.
You're responsible.
That's a big task to leteveryone you know allow that and
enable that and empower that.
What do you think are some ofthe consistent barriers we see
and I'm not always a big fan oflooking at what we can't do,
looking at what we can do but ifyou've got those barriers, what
(06:20):
are they and what do you thinkare the solutions?
How can we, you know, enable umand that advancement,
particular of our globalmajority, individuals and
colleagues?
Speaker 2 (06:33):
I think, part of working in such a diverse
organization, what we can do isown it.
So we own the problem by makingsure that we have in mag for,
for example, resource groups,that diversity is not just about
race, it's also about abilities.
It's also about making surethat the passengers that come
(06:53):
through the doors, for example,can see people that look like
them.
And I, for example, I rememberonce coming off the train at
Stansted I saw a man with a canecoming to work by himself.
He was absolutely walking fasterthan I could ever walk up.
I couldn't even keep up withhim and I saw like an
obstruction on the road and Ithought let me just quickly move
(07:14):
out of the way.
He moved past me and actuallywent and still managed to go
into the same building as myselfand I thought how awesome is it
to be able to work in aworkplace where there's people
with wheelchair access that needwheelchair users, for example,
or there's someone like himselfthat you know had a visual
impairment.
But literally, that diversityis there for everybody to see a
(07:39):
bit of themselves, and I want tobe a part of that.
Speaker 1 (07:43):
And what part of language got to play in ensuring
whether it be job adverts,whether it be informal networks
panel, you know compositions inreinforcing and getting rid of
some of these barriers.
Speaker 2 (07:59):
I think, for example, by the time that the business
owns that and sees and sets KPItargets for itself, genuinely,
the business has to want toimprove those things and I think
, regardless of what sector orpart or part of the business
you're in, you have that part toplay.
So we have things that, forexample, the Duke of Edinburgh
(08:22):
Awards, which is around reallyengaging with the younger, early
careers that come through thedoor, making sure that things
such as engineering or peoplecan see a career for themselves
and the airport, but reallystarting from really young.
But at the same time, in therecruitment piece, I would make
(08:42):
sure that I will go on the panelfor certain things so that
people can see a female, someonethat we probably wouldn't have
expected to be in certain places.
It's about being a part of theairport experience as well.
So, like I mentioned earlier,around the Gemba walks sometimes
I see people that look like anauntie or something and they're
looking and saying hello, hello,how are you?
(09:03):
And they just want to come upto me and say I'm so glad you're
working here and I'm like thankyou, you know, and I feel so
proud for myself as well.
So I think it's about gettinginvolved in different things,
getting involved in activitiesthat maybe you don't feel
comfortable doing, but you do itanyway sometimes you just got
to come out with that where doyou sit?
Speaker 1 (09:21):
because sometimes it's easy to be comfortable,
isn't it?
It's comfortable beingcomfortable, so how do you have
to convince yourself to come outof that comfort zone?
Or are you comfortable leaningin or leaning out?
I?
Speaker 2 (09:35):
think it's really important to get used to not
being comfortable.
I think the world of work isgoing into a position where we
all have to start thinking abouthow we do things differently.
So for me, it's very importantfor me that I try new things.
Yeah, um, so that I go for thepodcast so when I was approached
(09:59):
for this, I thought do you knowwhat I'm uncomfortable, but I'm
going to do it anyway.
Yeah, um, and I think that ifyou don't do that, how are you
going to get comfortable doingit?
How are you going to make thatyour new norm?
And that's exciting.
Speaker 1 (10:14):
As someone else listening to this now will go
well.
Victoria's done that.
I want in on that right.
Speaker 2 (10:20):
Absolutely and that was part of my own personal
development as well was to goout there and be brave enough to
talk about things that make meuncomfortable.
You know, walking into a roomwhere I'm the only probably
female in very male dominatedenvironments makes me
uncomfortable, but I've done itfor a number of years now,
(10:40):
across engineering, acrossdifferent countries, and one of
the things that I've come tolearn is that actually those
have been my best supportnetworks, not something to be
afraid of, but something that'sempowered me more.
Speaker 1 (10:52):
And that's interesting.
That sounds like a really soundpiece of advice to pass on to
leaders out there who want tosupport more.
They want to be an ally or anadvocate, particularly
supporting ethnic diversity, andsometimes people think it's too
difficult, difficult oh.
I don't want to do that mightor want to?
Yeah, I might say the wrongthing.
(11:14):
What would you say to them beyou and do it.
Speaker 2 (11:17):
I will just say do you know what?
I don't think about it.
Just do it anyway and actuallybe a part of groups that you
don't know much about.
So I remember with with myhusband.
I said to him in the you know,in the black African Caribbean
communities, it can be verytaboo to talk about LGBTQ.
(11:38):
So I said to him well, join thegroup in your workplace, join
the group so you can learn a bitmore about it and feel more
comfortable talking about it andbeing an ally to somebody, so
that you're able to understanddifferent terms of reference and
things like that.
And then he then started coming.
But no, you can't say that youneed to stop talking like this.
(11:58):
That's wrong.
That I was like, for god's sake, you know.
But it is exactly that.
Speaker 1 (12:03):
It's about being in environments that maybe are not
quite close to what you're usedto and it's interesting, isn't't
, it Is that ongoing education,because you think about medical
practitioners every year have tokeep that personal development,
that CPD, that continuedpersonal development.
But we don't do that.
When we're talking aboutinclusivity, diversity,
(12:25):
belonging, we just keepreinventing new acronyms, quite
frankly.
But you know we don't do that,whereas it is constant.
It's about starts with justbeing curious or ask a question
as well absolutely and also notbeing afraid.
Speaker 2 (12:37):
I think sometimes it's good to just be open and
honest with people.
So I have good friends and theywill say to me I'm really
nervous about talking about hairor someone's food.
I might cause an offence, andthings like that, and I always
think that no one isintentionally trying to offend
somebody.
(12:58):
So sometimes it's importantjust to say look, I don't really
know much about this.
Can you help me or can youguide me around these kind of
matters?
And I think people appreciatethat I know I do anyway.
Speaker 1 (13:08):
But that's just simple kind language, isn't it?
And I think that goes back toour point earlier about talking
about language.
Sometimes you can think abouthow that is in job interviews,
but actually this just comesdown to an everyday conversation
, whether you're on one of yourwalks whether you're walking
through the terminal when you'reon your way to work.
It can all fit in that and youtalk about nobody experiences
(13:34):
just one experience in in theirenvironment.
And this is where you talk aboutintersectionality, because I
think this is this can often bethe challenge where you go,
which group do I go to?
Am I going to the the women ingroup, or am I going to the the
the race and ethnicity group, orthe faith or the working parent
or the neurodivergent?
You know, I'm always a big fanof saying you don't have to be
(13:55):
monogamous to one group, you cango in, go around.
How do you, how do your worldsintersect?
Speaker 2 (14:02):
I think the beauty of being a HR practitioner is that
you get to dip your fingers inall of the pies, because
ultimately, it's not about onegroup.
One of the great things that wedo at MAG is that we actually
bring all these groups together.
We have, for example, next week, inclusivity Week Indeed.
And that's about all of thegroups coming together so that
everyone can have an opportunityto join into kind cafes and
(14:26):
things that they canparticularly take their interest
and dip in to different thingsthat might be of interest.
So, for example, I love beingpart of women groups generally.
Speaker 1 (14:38):
You're in the right place.
Speaker 2 (14:40):
Both in work, outside of work, because that is what's
helped my career, being like awoman that works mostly in
engineering.
There was a big drive inengineering to try and bring up
leadership and inclusivity inwomen and in that sector.
So of course I want to dabblein that pot.
(15:00):
But at the same time, I'm apart of Embrace as well and it's
important that I, you know,speed the face of yes, you can
do this.
Yes, actually, you don't needto be afraid.
People are out there, we don'tknow what we're doing, but we do
it anyway.
You know, and we're going tolearn from our experiences.
And then, at the same time, wehave importance to ensure that
(15:23):
all passengers, all people, cantravel.
It's an experience that we alllove, we all enjoy.
We're the journey makers andit's really important that,
whatever your accessibility, youcan have that experience.
So you double in respectability.
So you've got to be a bit ofeverything and that's the
pleasure of it.
Speaker 1 (15:40):
It's like you're journey makers, not just for
your passengers, but for yourcustomers as well.
Speaker 2 (15:44):
Sorry for your colleagues as well, isn't it?
Speaker 1 (15:46):
It's exactly the same .
One of the things that I knowyou are really, really motivated
is to give back um mentoring,so across engineering,
particularly young women, andthen equally charities dress for
success, I think, is one of thecharities that you support.
Um, what is that driver thatkeeps you, you know, in a world
(16:08):
where everyone's busy and timeshy and trying to get your steps
in because you can't?
Speaker 2 (16:13):
do them at work.
Speaker 1 (16:14):
What's that?
What's that?
That that thing that keeps yougoing on that.
Speaker 2 (16:19):
I think that will come back to the way I was
brought up.
Um, what good looked like forme wasn't just about how much
money you made or what the jobtitle looks like.
I came from very humblebeginnings whereby it was
important to serve yourcommunity, because that's what
made you great being a part ofthe community.
I love gardening, by the way,so I have a community garden
(16:42):
which everyone comes and getsinvolved in, and that's one of
my big hobbies outside of work.
But the really importance ofthat is that you're doing
something to give back, toreplace yourself.
You don't just keep taking, youhave to give back, and, whether
that's if you're lucky enoughto be getting jobs, put the
elevator back down so thatsomeone else can build up and
(17:03):
get that, and that's how youhave a strong community.
That's how your neighborhood isone where everyone wants to be.
I keep giving back.
Speaker 1 (17:12):
What's the main produce or what are you growing
on your community garden?
Speaker 2 (17:16):
Wow Okay, tomatoes.
Speaker 1 (17:20):
Oh nice, see, there you go Tomatoes to then food to
then community conversations.
It's totally circular, isn't it?
One of the things you talkabout is not shrinking to fit in
.
Yes, your difference is thatstrength, correct, yeah.
Speaker 2 (17:46):
Was that something you always lived by, or was
there a defining moment thatmade you go?
No, no more One.
I think again it from beinghaving an African mum, because I
will always go back home andsay, oh my god, why don't they
call my mum, wouldn't let me usemy English name?
While I was growing up, shemade me stick to my African name
, which is Ibitian.
Speaker 1 (18:05):
Ibitian yeah, ah, now that's on your LinkedIn profile
that's correct.
Speaker 2 (18:09):
There we go, yeah, yeah, yeah.
And she would not let me use itbecause she said you're African
, be proud.
No, keep Victoria away.
It's too English and I used tohate that because I wanted to be
called Victoria so that peoplecould pronounce my name and not
spell it wrong, and all of thosekind of things.
And it was very much about well, you're going to have to be
proud of what you are.
(18:29):
You have to put your head uphigh.
You have to be the best.
If you're the cleaner, you'regoing to be the best cleaner.
If you're the sandwich maker,you'd be the best.
Whatever you do, you have to bethe best at what you do and own
yourself.
So I've always had that kind ofa confidence.
Regardless of even if I'm notthe best at something, I've got
the confidence to feel thatactually I've got something to
(18:49):
bring to the table.
Speaker 1 (18:51):
What did just help me , ibitima?
Speaker 2 (18:53):
Yeah, ibitien, ibitien.
Speaker 1 (18:59):
Yeah, what advice?
Speaker 2 (19:01):
would you give young Ibitien?
Wow, it's funny because I didexactly what I shouldn't do,
which was change my name back tomy British name, right?
And I would say to the youngIbitean that are you crazy?
You are enough, yeah, thatnobody cares that.
What is important is aroundyour output.
(19:21):
Make sure you do the best youcan do and keep on delivering on
that output.
Speaker 1 (19:27):
Stop worrying about what people think and just do it
anyway you know, and beg forforgiveness if you have to if
you had a magic wand umunlimited resource and money um
to change how organizationsapproach representation
diversity, what would that be?
Speaker 2 (19:51):
Do you know what?
I would say that businessesneed to stop just thinking about
it.
They need to stop making itsomething about a tick box
exercise.
It is important, and sometimesit's not about the end result.
It's about actually just doingthe doing, not being glamorous
about it.
Just keep doing it.
(20:11):
Um, it's okay to feel thatyou're beating a dead drum
sometimes, but it is importantand it does make a difference.
Speaker 1 (20:19):
Just keep moving these, not words I need.
Yeah, now, victoria.
Yeah, we are going into thepower jar.
So the power jar if you, if youdon't know us yet, we are
questions from our previousguests, unknown.
Okay, are you ready to diveAlways?
Speaker 2 (20:40):
Deep dive.
Thank you, shall I read it out?
Yes, please.
What's the biggestmisconception people have about
you or your industry and what'sthe reality?
Speaker 1 (20:58):
There's a two part question there.
Speaker 2 (21:01):
OK, the biggest misconception people have about
me is that I'm a bit snobby, andI don't know why they think
that I think I'm a bit snobby.
I think that's definitelysomething they say oh, you're
much nicer, much friendlier thanI thought you would be.
Speaker 1 (21:15):
It's because you're power walking around the airport
.
That's what it is.
You're like that.
Look, I'm off.
Speaker 2 (21:20):
I think that's definitely the misconception
people have.
And then the second part of thequestion was your industry.
What do people have about theconception of your industry?
I think the aviation industryis that it's very glamorous and
that everyone's just glamorous,doesn't have anything to worry
(21:43):
about and they're just up in theair.
That's the impression that Igot, like Britney Spears on the
trolley.
Speaker 1 (21:49):
It's me with my radio and my clipboard right.
Speaker 2 (21:52):
Exactly that.
So I think that's themisconception you don't realise
how much the bigger community ofthe whole industry is and how
many people that it serves.
Speaker 1 (22:01):
Well, it's everything .
Speaker 2 (22:02):
It's a town right, it's a immigration office, fire
brigade, everything right.
Speaker 1 (22:08):
Feed you water.
Speaker 2 (22:08):
You arrest you fire brigade, everything right.
Feed you water, you arrest you,organize you.
It's all of that right,absolutely that.
And you learn so much, right?
So you've got that part of it.
But then, at the same time, isthat, um, and everyone thinks
that you're going to go onholiday, like, have you got any?
every day yeah, yeah, 100.
No, I just work for an airport.
No holidays for me.
But I think with HR is thatthey feel like you just do
(22:33):
administration and recruit andhire and that's it.
They don't realise the bigger,wider contribution that you make
keeping the organisation incheck.
Speaker 1 (22:43):
And how would you describe that in three words?
Your role.
Speaker 2 (22:51):
Your role.
I love my role.
Yeah, I absolutely love my role.
To be honest with you In threewords fun, crazy and engaging.
Maybe.
Speaker 1 (23:01):
And I would imagine never two days the same.
Speaker 2 (23:04):
Definitely not two days the same.
Speaker 1 (23:06):
Oh, victoria, thank you, and Manchester Aerobot
Group, thank you so much forjoining me.
So many questions we coulddelve into, but I think you're
right.
Everyone will assume oh, everyday is a holiday.
Every day you'll be able to goto duty free everywhere I'll
study on.
Speaker 2 (23:22):
I do go to duty free quite a bit yeah, excellent, I'm
loving that.
Speaker 1 (23:26):
Thank you so much for joining.
We're loving working withManchester Aircraft Group and
thank you.
I look forward to working withyou longer and in the future.
Thank you, subscribe on YouTube, apple, amazon Music, spotify
or wherever you get yourpodcasts.
Leave us a review or follow uson socials.
We are power underscore net onInsta, tiktok and Twitter.
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