UK 
United States
Karen Brookes has had a vast and diverse history in the HR field that’s taken her through organisations such as Yell (where she spent over 12 years in the people function) and the Cabinet Office, as well as the WYG Professional Services group. However, since 2017, Brookes has been utilising her vast expertise as the HR Director for historic construction company Sir Robert McAlpine, where she also sits on the Board.
To find out more about her history, and the work she’s doing with Sir Robert McAlpine, Brookes sat down with HR Grapevine to talk inclusion, marginalised groups and how to best create a positive working environment.
HR Grapevine: You have strong views on the separation of gender and inclusion initiatives, can you tell us where you think HR is going wrong with this?
Brookes: I think for me, gender and inclusion are two separate things; gender is undoubtedly part of inclusion, but the focus on gender to the exclusion of lots of other things. What about disability? What about BAME employees? What about working families? What about long-term unemployed or those with a criminal history? For me, I don’t talk about gender, I just talk about inclusion. I think that’s what makes a truly inclusive workplace. Whatever your background, sexuality, experience – everyone can be successful.
