We are committed to creating a workplace that is increasingly diverse and inclusive and we are immensely proud of our diversity, which reflects the global communities we serve.
Inmarsat thrives on the diversity and variety of our most important asset – our people. We’re multi-national and multi-ethnic, and the breadth and richness of skills, contribution and viewpoints that this brings powers our business and makes us stronger. As we seek to connect customers to a better future all over the world, people are the key to our success.
We offer:
We currently have three well established employee networks: Women at Inmarsat (WIN), PRIDE (LGBTQ+) and our Ethnic Diversity Empowerment Network (EDEN) all with an Exec sponsor. We are currently formalising a network for our Parents and Carers that will formally launch in the new year and we have an active community group for our Veterans.
Our networks are owned and driven by our employees, open to all and rely on employee interest, drive and passion to work well (and require active allies and supporters to create change). Allies are welcomed and encouraged in all of our networks and communities. They all hold regular meetings and run events and activities throughout the year. All groups actively support and champion change in the workplace.
We also have ‘bodies’ to support our employees globally including a Dutch Works Council, UK Employee Forum and Global Workforce Advisory Panel (GWAP).
"We have a far broader cultural psyche that most other organisations. So many nationalities, and we are located all over the world, which is quite different from a lot of other companies."
We are transparent around our policies and firmly believe in making work work for everyone. As part of our commitment to being inclusive, we foster an environment that supports giving back to society and enables flexible working to provide a favourable workplace to those with commitments outside of work: helping carers, parents, volunteers and others find balance. We operate a zero tolerance for discrimination approach.
Inmarsat are proud to have recently signed up to the Halo Code, which pledges to members of the black community that they have the freedom to wear all afro-hairstyles without restriction or judgement.
Our workplace champions the right of staff to embrace all Afro-hairstyles. We acknowledge that Afro-textured hair is an important part of our Black employees’ racial, ethnic, cultural, and religious identities, and requires specific styling for hair health and maintenance.
We celebrate Afro-textured hair worn in all styles including, but not limited to, afros, locs, twists, braids, cornrows, fades, hair straightened through the application of heat or chemicals, weaves, wigs, headscarves, and wraps.
In this workplace, we recognise and celebrate our colleagues’ identities. We are a community built on an ethos of equality and respect where hair texture and style have no bearing on an employees ability to succeed.
"I fully believe that understanding, embracing and honouring our diversity will make Inmarsat an even better place to work, lead to stronger, more customer-focused solutions and give us a distinct competitive edge."
We also work with a number of organisations to broaden our talent pool and develop our processes and practices to enable us to firmly be an employer of choice with respect to inclusion.
Diversity alone is not enough – it’s about creating an inclusive environment, where everyone can bring their whole selves to work and also be confident that their contribution will be welcomed. As we seek to connect customers to a better future all over the world, people are the key to our success.
Inmarsat is the world leader in global, mobile satellite communications. Made up of brilliant people and winning teams, where we value and celebrate diversity, and nurture inclusion. It’s a great place to be where we work with integrity, decency and respect… honouring our commitments to each other and our customers too.
We know the power of authenticity and we celebrate our employees who share their stories
Cathay was forced to face her hidden disability early last year. She recently spoke candidly about living with her illness and the fantastic support she's experienced from her managers here at Inmarsat.
Cathy says it’s how we are managing the disability and inclusion conversation - we are genuine. We don’t make wild statements but instead acknowledge that we are on a journey and that we continue to be authentic with our words and our imagery to both internal and external audiences. Cathy also is particularly keen to praise those managers that have always lived our values Ali Conway (VP Tax and Treasury), Mandy Hurley (Director Procure to Pay) and of course Mark Skinner (Director of Accounting Operations).
It all started with a school demo by a TV engineer. “As a kid, I always liked to take things apart to see how they worked so I was fascinated to see the inside of a television,” explains Martin. “Now I get to work on space projects! It’s more than I could ever imagine.”
“I talk to the kids about my job and get them excited about science and technology. Apparently, they call me the spaceman! If I could inspire just one child, that would give me a lot of joy.”
