In the latest issue of IATA Airlines Magazine, AJW Group makes an impact with an impressive 10-page special supplement on Diversity & Inclusivity in the aviation industry. The workplace ought to be where the workforce feels recognised and valued as individuals. As a leading aircraft parts supplier maintenance company, AJW Group is embracing diversity, equality, and inclusivity into its company culture.

 

CEO, Clyde Buntrock says, ‘Lives must mirror society, and as society becomes more aware of these issues, it must be reflected in business practices and policies.’ Buntrock points out the global nature of the company, which drives the need to be sensitive to a myriad of cultures, attitudes, and religions. ‘As a global organisation, AJW has always embraced diversity and inclusivity…. we want to be a microcosm of the global community.’  If the business is more reflective of the global community, says Buntrock, you are more relatable.

 

He comments on unconscious bias as being vital in the interview process, offering the opinion that with a blanket approach to recruitment, where you look only at skillset and nothing else, and can take the unconscious bias out of the process, the business will naturally evolve to be more diverse and inclusive over time.

 

The Group CEO believes it takes time to grow the D & I culture within a company, and it starts with the leaders who must adapt, change, and be aware of their workplace company culture.  ‘Creating an environment that promotes and creates diversity and inclusivity is not only the right thing for any business to do but also a positive thing,’ says Buntrock.

 

The article then discusses the core values of the industry leading Group; Authenticity, Customer-centric, Entrepreneurial, Growth, Impact, and Innovation. These values form the backbone of its business operations and the company mission.

 

‘To use the deep domain knowledge of its people to serve customers with innovative solutions to drive the transformation of aviation efficiency.’

 

Offering broad definitions of diversity and inclusivity, the article moves on to interview AJW Group, Chief of People, Jane Hossack, who says, ‘Employing a diverse category of people means you bring in diverse views, ideas, and more creativity. It improves innovation.’ Hossack believes in creating a positive company culture that embraces D & I and lists the various programmes being implemented within the Group over the next two years.

 

When faced with the question, ‘Why now for diversity campaigns?’, the Group COP explains that the Group has always had an equality and diversity policy, affirming Buntrock’s comments on the need to remove unconscious bias. Hossack gives further detail on the People Strategy that was launched earlier this year and the ongoing efforts of the AJW People Team to engage its employees through leadership development and training programmes, education, and listening to what people have to say. It is also about putting policies into place, she says, and calling yourself out when needed. 

 

Buntrock believes in leading from the top with bottom-up processes to motivate and drive people within the organisation. ‘Putting people first perfectly aligns with our idea of commercial success. People must be at the forefront of a business for it to be productive.’ says the company's people-centric COP. Buntrock further believes a diverse workforce can give a business a competitive edge. He goes on to discuss the impact diversity and inclusivity can have on a business.

 

‘We are taking a positive approach and removing barriers within the working environment and in its policies. This will allow us to attract, onboard, and develop the best talent for our teams,’ says AJWs CEO.

 

Hossack offers insight into the Group recruitment policies and says, ‘When seeking candidates for a role, we’re got to have a consistent approach to our policy that is fair.’ She discusses ways in which the company is engaging employees through policies that include a menopause policy and discussions with people caring for elderly or sick relatives. ‘These people need to be heard and to know they are understood,’ she comments with empathy.

 

This global company COP states that diversity is in AJWs DNA and that it benefits the company’s commercial outlook.

 

‘It means we select and work with the right clients and create the right partnerships. Working with other organisations that have the same values brings the right people along the journey with us and this is vitally important to us as a company.’

 

The Group representatives all believe they want the right people for the right job! Hossack explains what AJW is doing to help the recruitment process and how diversity is embedded in the culture of the business as a way to build strength in the business and enrich the people within the workforce.

 

Supporting ethical business practices through its agile approach to business, the Group makes whatever changes are necessary to drive a positive culture, build morale, and support the performance and retention of its people.

 

'Aviation success is about having a vision and the ability to lead, challenge, and create winning teams that are greater than the sum of their parts.’ says the CEO of this industry leading company.

 

The company strives to ensure it cultivates collective strengths, works together on areas of improvement, and takes risks on offering opportunities for real development as leaders facilitate career exploration within one, single, open organisation.

 

AJW will continue investing in inclusive and diverse talent management and is fully invested in its organisational transformation. The Group will continue to further strengthen its policies and focus on future projects.