Inclusion Week: Listening to lived experience, acting with intent

“I didn’t take the traditional route”—Francine’s story

“My name is Francine Day, I’m 47 and a Senior PM based in our Glasgow office. I started working within the construction consultancy industry in 1994, I was 16 years old and very naive about the world.”

Francine’s career began as an office junior. “I did not go to university; I did not gain a degree. Instead, I worked hard and gained skills in CAD drawing, report writing, programme writing and I eventually went on to gain a HNC in Construction Management.”

Early on, the industry felt intimidating. “Being so young and a female in the late 90’s, early 2000’s was very much intimidating for me. Working predominantly with men and adding to the mix, I was openly gay, was very much like the ‘perfect storm’ of stressful working environment. I was very much the office novelty, not to be taken seriously and the butt of many a misogynist joke.” Over time, confidence and allyship made a difference: “Sadly, this continued for many years, until I finally grew into my confidence and called out this behaviour.”

Today, Francine channels that experience into positive change. “It’s important to me that young people joining our industry can feel safe, confident within themselves no matter what their background, sexuality or level of education. I believe it is now our duty to empower our young employees and support them through their career journey.”

“A face, a name and a voice that stands out”—Olia’s story

“Hello, my name is Olia Kyritsi, I am a Senior Architect working from our Bristol office.”

Olia started her UK career at 24. “I worked for small and medium size practices, alongside time-served old-school Architects. I poured my heart and energy into doing the job I love, while sometimes carried (or was given) the badges of the only female attending a project meeting, the youngest lead Architect, or the only non-British qualified member of the office.”

As her career progressed, she often brought a different perspective. “In my early thirties, I found myself attending board meetings as the Employee Representative. In many instances, I was the only one bringing a diverse perspective to those meetings.” Now, as a parent, inclusion takes on fresh meaning. “I also hold the protected characteristic of maternity. Once again, I am carving out the space I need to continue following my dreams.”

Her hope for the next generation is clear and compelling: “I hope that by the time my daughter joins the workforce, protected characteristics will not be used to categorise or judge people differently. I will encourage her to concentrate on working hard for the things she loves, because to her advantage, people always remember a face, a name and a voice that stands out from the crowd.”

What Inclusion Week asks of all of us

These stories highlight three truths:

• Talent is diverse. People build exceptional careers through many routes, not just the “traditional” path.
• Culture is daily work. Calling out poor behaviour, listening well and backing colleagues publicly shifts norms.
• Inclusion is generational. The choices we make now shape the experience of those who follow.

As we mark Inclusion Week, we’re focusing on practical steps: making space for honest conversations, equipping teams to challenge bias, mentoring and sponsorship to open doors, and designing pathways that value skills and potential alongside qualifications.

Most importantly, we’re listening. Francine and Olia’s experiences show why inclusion is not a campaign, it’s how we work together, every day.