Who is Joinrs?  

Joinrs is the meeting point for students, junior profiles, and companies. Thanks to our AI model, we help job seekers discover the best job ads aligned with their ambitions. At the same time, over 150 client companies use our platform for employer branding and talent acquisition strategies, aiming to attract candidates who align with their company's values. If you are a company and would like to learn more, click here.

  HR conversations with Joinrs 

At Joinrs, we go beyond just matching candidates with opportunities. In addition to facilitating connections, we conduct insightful interviews with professionals from diverse backgrounds and industries. Through these conversations, we provide valuable insights and perspectives to our users, enriching their knowledge and experience on our platform. Join us in exploring the depth and breadth of expertise across various fields to enhance your career journey. Today Chloe is sharing her journey and advice with us!

Chloe Gillard

Diversity, Inclusion and Belonging Manager

1) Could you describe your career journey that led you to become a Diversity, Inclusion and Belonging Manager at Version1? What motivated you to pursue this path?

I definitely had what they call a squiggle career start. I was graduating University with a degree in Sport and Exercise Science, with no idea what I wanted to do. I was lucky enough to be semi-decent at hockey, and got a scholarship to the USA to continue playing and studying out there. I obtained two Master’s degrees, and it was during one of these Masters that I took a class on Multiculturalism and Globalization; which initially peaked my interest but I had no idea what type of career could involve that. So, my first real taste of Diversity and Inclusion work was in my first full-time job where I worked with an incredible lady on a lot of Diversity and Inclusion work within collegiate athletics. It was from there, that I knew this could be more than just a passion. I never really thought of myself as a “people-helper” in terms of career – the idea of being a nurse or teacher for example, was not what I at all – but it just shows, that there are many ways to find yourself, and what career might be a good fit for you based on diversifying your involvement, saying yes to different experiences, and being guided by a great manager. From then, I haven’t looked back – even moving halfway across the world back to Northern Ireland! The work I am privileged to do as a full-time job means I can work across any sector, as the focus of what I do is people and making sure that everyone is empowered to be successful within their own careers – it's such a joy!

2) How do you approach developing and implementing a diversity and inclusion strategy
that aligns with an organisation’s values and goals?

When developing a diversity and inclusion strategy, I focus on making sure it truly reflects the organisation’s values and supports its overall goals. We all need to start by getting a clear understanding of what the organisation stands for and where it wants to go, and then we must engage with people from all levels of the organisation to gather different perspectives – this is really key. Using data to identify where we’re doing well and where we need improvement, we can then create a plan that’s not just actionable but also practical—something that can be rolled out in phases with the full support of leadership. For me, it’s important that diversity and inclusion aren’t just buzzwords but are woven into the fabric of the organisation’s culture. I work on making D&I lens on every aspect within the organisation rather than a standalone entity, something that evolves as the organisation grows, ensuring that everyone feels valued and included in a meaningful way.

So, in short, if you follow these three things, you’re on the right path: 

• Align D&I strategy with organisational values and goals through stakeholder engagement and data-driven insights.
• Develop a tailored, actionable plan with clear metrics, leadership buy-in, and phased implementation.
• Nurture a culture of inclusion by embedding D&I into daily practices and continuously adapting the strategy.

3) What strategies do you use to ensure all employees feel a sense of belonging and that their voices are heard within the organisation?

For me, the sense of belonging is the biggest aspect of my job and the one that deems if the work we do in D&I is successful. There are two angles to this. The first being the operational side of D&I – things like, ensuring our platforms and operations are accessible, creating inclusive policies etc. The second are the “fun” things, the things that really bring me joy as they are all around engagement where we focus on creating a culture where everyone is encouraged to share their unique perspectives and experiences. One brilliant initiative we started last year is the “Real People, Real Stories” series. This idea gives a platform that allows anyone in the organisation to tell their stories to colleagues to help us learn about unique lived experiences. It’s all about giving everyone the chance to hold the microphone themselves and share their own story. We’ve established Employee Network Groups that provide meaningful opportunities for people to connect, whether they’re working remotely or in person. These groups create spaces where people with shared interests or experiences can come together, support one another, and drive positive change within the organisation. Finally, something we continue to work hard on is growing a culture of curiosity, where asking questions, seeking to understand, and learning from each other are encouraged. By encouraging open dialogue and leading with active listening from a place of learning and growth, we can all build an environment where respect is the norm – building that sense of belonging.

4) What unique qualities or experiences are you looking for in candidates when applying for roles at Version1?

At Version 1, you hear every day our Core Values. I know that’s cliché, as all organisations have values, but at Version 1, we really do live and breathe them in all we do. We value Honesty and Integrity, so candidates who demonstrate transparency in their actions and decisions, and who can build trust is key. Personal Commitment is also a big focus; we look for people who take ownership of their responsibilities and are motivated to deliver the best results for our customers and the company. Next is Excellence and it’s at the heart of everything we do, so we are drawn to candidates who strive for continuous improvement and are always looking for ways to do things better – we love creativity and innovation. We also place a high emphasis on Customer-Driven thinking, so individuals who are passionate about understanding client needs and delivering solutions that create real value. Last but certainly not least my favourite Value, No Ego. This means looking for team players who are collaborative, open to feedback, and eager to contribute to a supportive and inclusive work environment. 

For us, it’s really about the people and we celebrate diversity of thought and background – we actually have a motto that is “Bringing your difference makes a difference at Version 1” – something which I love. 

Interview curated by the Joinrs' team