VCT Europe on embedding DEI into everyday practice and advancing safety and inclusion in the drinks industry

Real progress on safety and inclusion in the drinks industry happens when organisations move beyond intent and into action. Through our Drinks United partner features, we spotlight how leaders across the sector are strengthening safeguarding, using data to drive change and embedding inclusion into everyday operations.

In this feature, VCT Europe shares how structured initiatives, training and employee feedback are helping to create a more inclusive and accountable workplace.

“If diversity is inviting everyone to the picnic, then inclusion is enabling everyone to choose what they eat.”

What inspired your organisation to support Drinks United?

We were drawn to Drinks United because its mission aligns so closely with our own values. The drinks industry is built on connection and community, yet it also faces unique safeguarding challenges. Supporting Drinks United felt like a meaningful way to contribute to sectorwide change. Their collaborative approach resonated with us and real progress happens when organisations and people work together rather than in isolation.

Can you share one example of how your organisation is creating a safer, more inclusive, or more supportive workplace?

The first thing was for us to do was to explain what D&I meant to our business and communicate this in a really simple way ‘If Diversity is inviting everyone to the picnic, then Inclusion is enabling everyone to choose what they eat’.

We ran a survey to help gather feedback from the team. The responses were in the main positive, however, whilst over 90% agreed that the business was inclusive, it highlighted that the team could be more diverse – could this be a wider issue with the wine industry within the UK? The majority of the team agreed that they are included, comfortable to be themselves and have flexibility to suits their needs.

Following the communication of the survey results to the team we created action plans to make improvements in relation to DEI and more broadly how people are treated in the Business. Examples included:

• mandatory DEI training to all employees, including the prevention of sexual harassment in the workplace  training of mental health first aiders and dedicated ‘drop in’ sessions to talk with someone confidentially

• anonymisation of all CVs to remove conscious or unconscious bias

• creating ‘accessible to all toilets’

• providing sanitary products in toilets

• enhancing family friendly policies

• capturing greater demographic information on new stater forms (where people agree to provide data).

What’s been your most meaningful DEI initiative or learning in the past year?

Not attributed to the past year, but we have had a positive response to DEI training that is a mandatory requirement for all employees to complete. The training isn’t simply an attendance course, but people have to answer questions to demonstrate their understanding.

How are your leaders helping drive change around DEI and safeguarding?

The leadership team are pivotal in creating an environment where people feel comfortable to be themselves and where people see and feel they are being treated fairly and with respect. Leaders encourage the team to be curious, they invite challenge and hold themselves and others to account. We conduct quarterly surveys to capture how they team feel about working here. These quarterly surveys are complimented by bi-annual engagement surveys where more in-dept questions are asked. Improvement action plans are created as a result of the priorities identified.

“DEI is a long-term commitment that touches every part of the organisation and not a one-off initiative.”

What advice would you give to another organisation starting their DEI journey?

Always start with an open mind and with humility and encourage curiosity. It’s vital to listen to the views and experiences of everyone especially if the feedback may be uncomfortable to hear. This feedback and data capture through relevant surveys will help guide your priorities. Focus on building a culture where learning is continuous and mistakes are part of the process. DEI is a as a longterm commitment that touches every part of the organisation and not a oneoff initiative.

What’s next for your organisation on its DEI journey—and how can we support or learn from each other?

It would be great to have strong cross-industry collaboration that really drives greater DEI and Safeguarding – especially within the wine industry. Sharing best practice of real positive examples will help realise a more inclusive industry and hopefully present greater opportunities for more people to get involved and make a career within the drinks industry. We’re keen to explore apprenticeship opportunities and it would be great to be connected to other drinks business that have success stories to share.

VCT Europe’s approach shows how advancing safety and inclusion in the drinks industry can be driven through structure, data and accountability. From employee surveys to practical workplace changes, their work demonstrates the value of listening, learning and acting consistently.

If your organisation is looking to strengthen its approach and contribute to a safer, more inclusive drinks industry, Drinks United provides a platform to learn, collaborate and drive change together.

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Vicky Inglis

Head of People, VCT Europe

Vicky Inglis, Head of People at VCT Europe, has developed her HR career in various sectors over the past 25 years, including nine years leading the People function at VCT Europe – somewhat different to her younger years serving in the British Army. During her HR career, Vicky has led initiatives across employee engagement, leadership and management development, and organisational change, always with a focus on balancing people needs with business priorities. Vicky’s role is to enable business success through shaping a culture where people feel valued, supported, empowered and can thrive. At the core of people practices throughout VCT Europe, is the common belief that everyone is treated with dignity and respect.