Who you are

- Deep knowledge of inclusion and broader diversity topics, with the credibility and judgement expected of a subject matter expert. You will bring strong understanding of intersectionality and the complexities of inclusion in a global organisation. While you may have depth in particular inclusion areas, you will also demonstrate perspective and balance across topics (e.g. gender, race and ethnicity, disability, religion/belief, and/or LGBTQ+)

- Provide expert guidance to key stakeholders on inclusion matters with a high degree of objectivity, sound judgement and commercial awareness. Act as a trusted advisor to senior leaders on sensitive workplace culture and inclusion topics, including navigating competing priorities and risks

- Experience working in inclusion in the corporate sector and/or within a global, matrixed organisation

- Experience working with diverse teams across countries/cultures and supporting Employee Groups.

Current

Groups are BLACK Voices, Disability, Women, Salute, Generations, Pride, and Belief (with Neurodiversity and LatinX groups in discussion)

- Excellent written and spoken English

- Experience organising both in-person and virtual events

- Knowledge of statutory reporting requirements (e.g. gender pay gap reporting, EU Pay Transparency, disability employment requirements in individual countries).

Experience fulfilling these requirements is desirable

- Knowledge of ESG reporting is desirable

- Knowledge of Executive Orders relating to ‘DEI’ in the US, and what Federal Contractors/sub-Contractors operating in the US need to do to maintain compliance

- Behaviours and values
- Lives by AVEVA values (Impact, Aspiration, Curiosity and Trust)

- Builds rapport and trust with colleagues at all levels and across cultures

- Works collaboratively to build shared agendas aligned to business objectives and inclusion priorities

- Curious learner who scans the external environment and brings thoughtful insight and innovation to strengthen our approach

- High levels of autonomy and accountability, able to lead multiple priorities in an agile, fast-paced environment

- Inclusive leadership mindset: high emotional intelligence, cultural awareness, resilience and adaptability; able to challenge respectfully and role-model the behaviours we expect across AVEVA

- Exceptional stakeholder management and relationship-building skills, with the presence and credibility to influence senior leaders constructively and confidently

- Strategic thinking and long-term planning capability, coupled with the ability to move from strategy to delivery - building momentum through pragmatic plans, clear governance and measurable outcomes

- Strong diplomacy, tact and judgement, with the courage to challenge appropriately and help leaders navigate complex decisions

- Ability to build strong partnerships across the business, including leaders of Regional Networks, in-country Inclusion leads, HR Business Partners, Employee Group leads and members, and internal and external communications teams

- Strong data fluency: comfortable using quantitative and qualitative insights to inform decisions, assess risk, and measure the impact of interventions

- While English is the operating language, a working knowledge of other languages is welcome

- People leadership: you will manage two colleagues, Regional Inclusion Managers in APAC and the Americas





What the job involves

- You will lead Inclusion globally and have specific responsibility for driving impact in inclusion in EMEA. You will line manage the Inclusion Leads in the Americas and in APAC. Above all they will continue to drive Inclusion work at AVEVA globally building on the foundations established in the past 6 years

- Work proactively with the Inclusion team (2 colleagues) to operationalise AVEVA’s Global Inclusion Plan, ensuring clear priorities, ownership, and measurable outcomes for APAC, the Americas, as well as drive impact across EMEA
- In close partnership with colleagues across the world, plan, develop and deliver a programme of pragmatic and impactful interventions to advance the Global Inclusion Plan and our inclusion maturity. Interventions may include (but are not limited to): partnerships with national agencies to improve representation, inclusion briefings, speaker events, communications campaigns, and leadership and manager training programmes. The postholder will apply solid diplomatic and strategic capability to tailor interventions to local context while maintaining global consistency and momentum

- Collaborate with leaders and teams across AVEVA to advance inclusion. In practice, this means engaging with senior leaders, providing practical guidance, and influencing decision-making to drive accountability, tangible results, and an inclusive culture

- Increase colleague engagement across all countries on inclusion. This includes embedding inclusive practices across countries and functions, partnering with relevant stakeholders, holding owners accountable for delivery of their plans, and ensuring a consistent cadence of internal and external communications that supports awareness and action

- Partner with a broad range of teams, particularly Legal, Workplace Experience, Communications, People Tech, Data Analysis, Reward & Benefits, Talent Acquisition and Talent Development, to ensure inclusion is embedded into policies, processes, programmes and ways of working

- Provide budget oversight and cost control, including monitoring expenditure for global activity and Employee Group programmes

- Support the collection and analysis of employee demographic data and inclusion analytics. Lead the translation of insights into strategic priorities, ambitions and actions, tracking progress and impact over time

- Work with Employee Groups to support the coordination and delivery of their activity globally, enabling strong governance, appropriate support, and alignment to AVEVA priorities while protecting authenticity of colleague voice

- Maintain oversight of the Inclusion OneSpace (Intranet) pages, driving regular refresh of content (e.g., articles, videos, blogs) and ensuring all countries and communities have a voice and representation

- Lead inclusion across EMEA, working in partnership with leaders and stakeholders to ensure each country has the right plans, support and accountability in place to deliver meaningful impact





- Ensure compliance with country-specific legislative requirements globally, and lead these for EMEA, including those related to the employment of people with disabilities and statutory reporting, while continuously identifying opportunities to enhance our practices and outcomes

Benefits

- Time off: 28 days of annual leave, plus bank holidays. You can also buy/sell five days a year

- Emergency leave: Five days a year to use when unexpected or urgent events make it impossible to work

- Hybrid working: The default option for employees is a 3:2 split between the office and working from home. Some positions are fully remote and others are fully office-based—refer to the job listing for specific details

- Parental leave: Maternity leave comprises 18 weeks at full pay, followed by 21 weeks statutory pay and 13 weeks unpaid. Paternity leave is two weeks at full pay. Pension contributions and benefits are maintained throughout

- Workplace nursery scheme: Pay for your child’s nursery directly through payroll, saving tax and NI contributions

- Electric care lease: Use your flexible benefits fund to subsidize the pre-tax leasing of a brand-new electric or ultra-low-emission car

- Shopping vouchers: Use your flexible benefits fund on discounts and vouchers for many major retail, tech and restaurant chains

- BUPA private healthcare: BUPA healthcare is a core benefit for employees. Use your flexible benefits fund and/or salary sacrifice to add family members

- Anonymous counselling: Through our Modern Health benefit, employees and their dependents over 13 are eligible to use our mental health app and receive unlimited counselling and coaching each year

- Dental insurance: Use your flexible benefits fund to cover preventative and restorative treatment. You can also add coverage for family members

- Cycle to work: Buy a brand-new bike and save 25–40% on retail price thanks to tax savings

- Gym membership: Use your flexible benefits fund to discount a membership to a major gym chain

- Bonus: Based on a combination of your own performance and AVEVA’s financial results

- Pension: Use your flexible benefits fund to increase the standard employer contribution. You can also route your bonus directly into your pension, saving tax and NI

- Income protection: Secure a reliable income if you’re unable to work due to long-term sickness or injury

- Life assurance: In the event of your death, your loved ones will receive a lump sum

- Charitable giving: The Action for Good program gives you three days of paid volunteering every year, as well as match funding opportunities. You can also use your flexible benefits fund to give to charity pre-tax

- Professional development: Access to LinkedIn Learning gives you the chance to grow your knowledge and skills, while AVEVA’s extensive mentorship network allows you learn from colleagues across the company

- Education support: After one year with AVEVA, you can apply for support towards a relevant course or qualification. AVEVA will reimburse up to 70% of the cost

- Service recognition: Whether you’ve been with us for 12 months or 50 years (it’s happened!), the AVEVAversary program rewards you during milestone years with cash and time off. We also recognize your contributions by planting a tree in the AVEVA Forest, our global forest of recognition

📌 Global Director Inclusion and EMEA Lead (London)
🏢 AVEVA
📍 London