At SMG, we talk a lot about what it means to create an environment where people can truly thrive. And for us, that starts with belonging.
Belonging isn’t a one-off initiative; it’s a feeling. It’s built over time, through support systems, shared values, and a culture that helps people feel safe to be themselves. When people feel they belong, they do their best work – and help others do the same.
The world around us is shifting – new technologies, evolving expectations, and dynamic ways of working are reshaping what’s possible. In this fast-moving environment, we firmly believe that inclusion and diversity aren’t just important – they’re business critical. Diverse teams don’t just reflect the world more accurately – they outperform homogeneous ones. They bring broader thinking, challenge existing notions, fuel smarter decisions, and unlock innovation at every level. We’ve seen those results first-hand at SMG. And as more businesses recognise this, it’s becoming clear: inclusion isn’t just the right thing to do – it’s the smart thing to do. Those who fail to embrace it risk falling behind.
Creating a culture and environment where everyone feels represented, celebrated, and empowered remains a top priority for us. Our employee resource groups play a key role in this, helping to build a more inclusive workplace through community, advocacy, and peer support.
Today, we’re proud to share our latest Equity, Diversity & Inclusion Report – alongside a new blog that brings together the voices of our ERG community. Their reflections offer a real glimpse into what belonging looks like at SMG – and where we go next.
Rosie Woods – Parents & Carers ERG Lead
What makes you feel proud to be part of SMG?
“I’m proud to be part of a company that genuinely values the voices of its parents and carers, giving us a platform to be heard and to drive meaningful change through our employee resource group.
Can you share a time when inclusive behaviour positively impacted your experience at work?
SMG’s genuine flexibility means I’m there for school pick-up, sports day, nativity – all those precious, fleeting moments. It showed me that inclusion here is real, not just policy.”
Kiarna Innis – LGBT+ ERG Lead
How does our culture help people bring their full selves to work?
“SMG’s culture is built on authenticity, respect and inclusion. At the forefront of great culture you have to allow people the space to show up as they truly are. My individuality and ideas have been celebrated through open conversations. As a leader of our LGBT+ group, we’ve had our efforts to build an inclusive environment directly supported by wider teams, working to change policies to suit individual needs and create key moments that celebrate our differences through our active employee network. SMG allows us the time to connect with each other and build relationships because of who we are, not in spite of it.”
Holly Conway – EnABLE (Disability) ERG Lead
Have you ever felt supported in bringing a personal belief or perspective into your work? What was that like?
“Absolutely, especially through the launch of EnABLE, our disability employee resource group. Personal experience has shaped my perspective, and I’m deeply passionate about enabling disabled people to thrive in the workplace and the powerful impact this can have on individuals and businesses alike.
So I simply asked if I could create something around this at SMG, and the answer was an immediate yes. No hesitation. At SMG, we’re proud to back people who want to make things happen and drive positive change. If you have an idea and a plan to make it real, you’ll be trusted and supported to bring it to life.
Launching EnABLE is something I’m incredibly proud of. It makes me feel seen, supported, and valued, not just for the work I do, but for the perspective I bring.”
Archie Watson – EDI Working Group Representative
How does your team handle differences in working styles, communication, or needs, and what’s worked well?
“One of our most powerful tools is our Working With Me document. It encourages colleagues to share how they work best, whether that’s preferring shorter, focused meetings (particularly supportive for neurodivergent team members) or choosing conversations over long emails (helpful for those with dyslexia). This builds psychological safety and efficiency.
We complement this with our Adjustment Passport, which allows individuals to confidentially document any agreed workplace adjustments, ensuring continuity and support regardless of changing roles or managers. Together, these tools foster a culture where individual needs are not just accommodated but respected.”
The stories shared here are just a glimpse into the work our ERGs are leading – and the difference inclusion makes in people’s everyday experiences. It’s not just about grand gestures. It’s about the everyday shifts that build trust, challenge assumptions, and open up space for everyone to thrive.
Equity, diversity, and inclusion aren’t side projects at SMG – they’re fundamentally embedded in how we grow, how we lead, and how we show up for each other. They’re now firmly woven into our business mission statement, because we believe building a better business starts with building a more inclusive one.
We know we’re still learning, and we don’t have everything figured out. But we have a clear commitment, a growing community, and the determination to keep going.
If you want to understand more about what we’ve done so far – and where we’re headed – you can explore our latest Equity, Diversity & Inclusion Report.
