Orla O’Connor
Process Department Manager, Jacobs
Shiraz Osman
Senior Telecoms Design Engineer, Jacobs
Two female leaders, Orla O’Connor and Shiraz Osman, from a technical professional services firm, say inclusivity in STEM is key to attracting top talent and driving creativity.
How does an inclusive workforce benefit your industry?
Orla: It increases creative problem-solving and innovation. My team is comprised of process engineers from 12 different countries, and everyone is encouraged to share unique ideas without fear of bias or exclusion. The multicultural atmosphere helps employees feel valued and respected, which boosts morale and job satisfaction.
Shiraz: Inclusivity is no longer optional. It attracts top talent from all backgrounds, which helps the industry stay competitive and adaptable in a rapidly changing world. Also, it enhances collaboration and fosters stronger teamwork and communication, leading to more effective and cohesive solutions that serve a broader range of communities.
Which strategies encourage inclusivity?
Orla: We have a number of active employee networks that celebrate inclusion and belonging. These include a network for disability, neurodiversity and caregiving (ACE); a network for empowering Latino talent (ENLACE); a LGBTQIA+ network (PRISM); VetNet (Veterans), a network for people of colour (Harambee); and OneWorld, aiming to provide an inclusive environment that actively nurtures and supports employees and clients across all ethnicities and cultures. There’s also a women’s network and a careers network, both of which I’m part of. These aren’t just for people in those particular communities — they’re for allies, too.
Shiraz: Building an inclusive workplace starts with transparent and fair recruitment processes and policies, ensuring job adverts are thoughtfully worded and then distributed where they can be seen by as many groups as possible. Employers should foster a culture of belonging where individuals feel safe to be their authentic selves, free from bias. Creating an environment for all employees to express their ideas and grow within the company is essential.
Employers need to implement inclusion and belonging trainings that educate employees about how to participate in inclusive environments. Additionally, a clear and enforceable inclusion policy ensures accountability, reinforcing zero tolerance for discrimination, bias or disrespectful behaviour.
Inclusion is expanding beyond gender and
race to include disability, neurodiversity,
age, socioeconomic background and more.
Which inclusivity initiatives would attract you personally?
Orla: Mentorship opportunities, for one. To help develop my career, Jacobs supported me through the AmCham Women in Global Organisations (WGO) Peer Mentoring Programme. It was impactful to attend mentoring sessions and tap into fantastic insights, energy and knowledge from women from different companies, organisations and backgrounds.
Shiraz: I’m drawn to outreach initiatives that support people in socially disadvantaged communities with educational resources and mentoring from industry professionals. Girls and young women in these communities need to see role models from industry to know what is possible.
How do you see inclusivity developing?
Orla: I see more firms becoming involved in inclusivity initiatives like the STEM Passport for Inclusion programme, which addresses unequal access to STEM courses and careers. Companies are increasingly using analytics to track metrics such as pay equity and implementing AI to reduce bias in hiring and evaluations. Inclusion is expanding beyond gender and race to include disability, neurodiversity, age, socioeconomic background and more. We’re moving in the right direction, but we need to stay on track.
Shiraz: I’m optimistic and believe there will be greater representation of women and minorities in leadership roles going forward. I’d like to see industry-wide standardisation of inclusive learning practices and increased accessibility to educational institutions for all individuals.
Why should women want to join your industry?
Orla: In my team, process engineers at all levels are engaged in purpose-driven work designing best-in-class facilities for our clients. We have clear pathways for career development supported by mentorship and sponsorship programmes. We also have an inclusive culture where male allies support and promote female colleagues.
Shiraz: There are so many benefits for women. It’s stimulating to work for a science-based consulting and advisory company with a presence in approximately 40 countries. It offers an excellent opportunity for passionate individuals to advance their career and broaden their experiences across a wide range of specialities, including architectural planning, civil engineering, mechanical and industrial engineering and more.
