Breaking Barriers: Gareth’s Journey with Disability at Work - Overcoming Challenges, Finding Support, and Empowering Others

Thursday, November 21, 2024

Tell us about yourself and your career at MDLZ.

I’m Gareth, and I’m entering my seventh year at Mondelēz International. As the Category & Activation Lead for the Growth Channel, I lead a team of eight in planning and executing strategies to boost our market share in snacking across Away From Home (AFH) & Discounters. This role is diverse and challenging, allowing me to engage with internal and external stakeholders regularly.

A key highlight has been collaborating with channel directors to align our Away From Home (AFH) and Discounter strategies for 2030. Previously, I held roles as Category Lead for Morrisons Confectionery, Category Lead for Healthier Biscuits, and Go-to-Market Manager.

On a personal level, I have a genetic chronic condition that I've had since birth, which causes daily fatigue and pain in my muscles and joints, particularly in my legs and wrists. This condition worsens throughout the day and with activity, leading to stiffness and intense pain. It also significantly affects my mental well-being, which I have to manage daily to stay at my best in work and life.

What are your strengths, and how has your team supported you in your professional growth?

My three biggest strengths are strategic leadership, translating data to unlock business growth, and being a proactive people leader centered around authenticity, vulnerability, and trust.

I am incredibly proud of my career progression despite the challenges of living and working with a physical disability. My experiences in Category Development, Strategy, Sales, Marketing, and Category Management have equipped me with a unique skill set and gave me both breadth and depth of learning. My creativity, collaboration, analytical insight, and proactive problem-solving have driven growth in each role, allowing me to create lasting change and leave a positive legacy.

At MDLZ, our teams have supported our professional development, regardless of whether someone has a personal disability. My immediate teams have been instrumental in accelerating my career within the company. I maintain a transparent relationship with my line manager, which allows us to discuss how my disability impacts my work. Our one-on-one meetings always begin with a check-in on well-being, providing a space to stay grounded. Additionally, I collaborate with my direct reports to ensure our team functions well in a hybrid model, so that we each operate at our best and can help each other focus on our responsibilities effectively. The support and flexibility from my line manager and my team, along with our culture of trust focused on Diversity, Equity, and Inclusion (DEI), have strengthened our connections and enhanced our results.

What's the biggest lesson you've learned from your experiences of working while having a disability?

It is hard to pinpoint one lesson from my experience working while having a disability, as I've had many impactful moments throughout my career. But below are the key highlights:

• Permission to Not Be Perfect: Having a physical disability since birth, I've always felt pressure to learn quickly and prove my abilities to my peers. Over time, I realized that letting go of perfectionism was essential. My focus on working harder and faster created a mindset that limited my collaboration with others. I became a more inclusive and collaborative team member and leader by embracing a more agile approach. I've learned that success isn’t about being perfect; it’s about being authentic and working well with others. Now, I no longer measure my worth by comparing myself to others.
• Allowing Acceptance: It took me over 30 years to accept my physical limits without letting them define my worth. Throughout school, university, and the early parts of my career, I burdened myself with frustration from my pain and fatigue. Over time, I shifted my mindset; I stopped viewing my disability as a limitation and began to see it as part of my reality that I must navigate. I found empowerment by focusing on what I can do instead of what I can’t. This perspective shift allowed me to concentrate on impactful projects and advance from an individual contributor to a mentor, eventually taking on a leadership role.
• Success x Symonds: I have always aimed to be the most ambitious and driven person I can be, believing that being good should not hinder being great. Initially, I thought success looked the same for everyone, with similar milestones and paths. However, as my career progressed, I realized that success varies for everyone, making a workplace special. Having a physical disability has introduced unexpected obstacles, leading me to redefine success as finding a balance—between career breadth and depth and identifying experiences that foster mutual growth. Focusing on my own needs allows me to take control of my career and develop unique skills that can benefit self and others.

One crucial lesson I’ve learned is that advocating for oneself is essential for feeling included in the workplace. It’s natural to fear being seen as a burden or being defined by one's disability, but facing these fears is vital. I’ve come to understand that having needs and speaking up for them is okay. For most of my career, I hoped others would recognize my struggles without me needing to ask for help. However, I've realized that this isn’t realistic. Sharing personal experiences may feel vulnerable, but it’s crucial for finding a supportive workplace.

Finally, I’ve adopted several important lessons: viewing asking for support as a strength, acknowledging that my disability affects me differently each day, and recognizing when to slow down and accept that it's okay to reduce my pace sometimes.

Can you describe a time when you had to overcome a challenge related to your disability in the workplace?

My physical disability is not visible, so many of my coworkers are unaware of it. This makes it challenging to disclose my condition. While I've made progress in the past year, it still doesn't come naturally to me.

During the shift to remote work during COVID, I found that my extreme stiffness and flare-ups were more manageable without commuting. This newfound balance allowed me to manage my disability and work effectively and even led to a promotion. When companies began allowing employees to return to the office in 2022, I felt anxious, knowing that commuting would worsen my symptoms. I approached my manager to disclose my disability and advocate for a flexible work arrangement. I was transparent and open in our discussion, emphasizing my strong track record and commitment to maintaining high productivity. After this, I had a conversation with Occupational Health for the hybrid work set up which is beneficial for me and MDLZ.

What are some best practices for employers to ensure they are creating a supportive and inclusive workplace for employees with disabilities?

Before joining MDLZ, I had several negative workplace experiences due to a lack of support mechanisms, which made me feel unsafe and excluded. This personal journey motivated me to develop a DEI strategy for the Growth Channel. I am also working with others internally to explore how MDLZ can implement best practices for supporting individuals with disabilities on top of what we are already doing.

I believe the key areas for best practices in disability inclusion are Culture, Clarity, and Commitment, supported by consistent communication at all organizational levels. It’s essential to educate everyone, from leaders to first-year graduates, as all play a role.

• Culture: Foster a sense of belonging by promoting open dialogue about disabilities to build empathy and reduce stigma. Create platforms for individuals with disabilities to share their experiences and needs.
• Clarity: Ensure transparency by setting disability benchmarks, establishing clear goals within our DEI strategy, and applying consistent hiring and policy practices.
• Commitment: Invest in reasonable accommodations to make workplaces accessible and tailored to individual needs, including flexible hours and assistive technologies.

Lastly, a disability-focused Employee Resource Group (ERG) can help shape an inclusive environment, led by individuals with disabilities in collaboration with dedicated stakeholders who are equally passionate and committed on this cause.

What steps would you advise others to take to advocate for themselves with disabilities in the workplace?

After 13 years of work, I only began confidently disclosing my disability and advocating for myself in the last 2 years. Until October 2023, I had only shared this with my line manager. When I moved into my current role, I was fortunate to lead a team of eight, which required establishing a culture of trust, openness, and vulnerability.

I disclosed my disability to my team, explaining its daily impact on my work. This openness built trust and allowed my team to ask questions and educate themselves. This moment marked a significant turning point in my career. Sharing my experience empowered me and encouraged me to reflect on my years in silence.

This experience ignited a passion for creating and executing a channel-wide Diversity, Equity, and Inclusion (DEI) strategy to foster a sense of belonging across functions. At the launch, I shared my story with over 65 people to raise awareness of the connection between disability and DEI. Transitioning from self-silencing to speaking in a conference room was challenging but ultimately rewarding.

Here are three tips for self-advocacy:

• Be Authentic: Share your disability in a way that feels right for you and with someone you trust.
• Be Proactive: Frame your disability as a strength, as it has helped you solve problems and build resilience. Seek allies if you need support.
• Be Clear: Clearly articulate your needs to ensure proper workplace adjustments. Move at your own pace and engage with support tools to protect your mental health. Self-advocacy may feel uncomfortable at first, but it can empower you and promote an inclusive culture for disabled employees.

Lastly, my advice for anyone self-advocating for their disability is to maintain clear and open communication while being patient and flexible. Finding a solution that benefits both the employee and the employer can take time, so perseverance is essential.