Earl is the Head of Support for The Access Group's suite of HR and Workforce Management (WFM) applications, leading a team of 51 engineers and 6 team leaders to support customers across the UK and Europe. As Chair of The Access Group’s GRACE Committee, he is committed to fostering education, encouraging curiosity, and advancing racial equality throughout the organisation.

Can you share a little about your journey to becoming part of the team at Access Group?

Before joining The Access Group, my journey was shaped by a diverse mix of experiences. I spent four years in retail, followed by six years at a financial technology company, five years in education technology, and another five years at a different software solutions provider. These roles exposed me to a variety of business environments, ranging from small startups to large corporate organisations, each offering unique challenges and learning opportunities.

Now, 3.5 years into my role at The Access Group, I am the Head of HR/WFM Support within the People Division. I lead a team of six Team Leaders, who in turn manage 49 Support Analysts. Together, we support a broad customer base across 10 different applications, ensuring multiple success measures are met and maintained.

How would you describe "Life at Access Group" from your perspective as a Black employee?

“Life at Access Group” as a black employee presents a wealth of opportunities for growth and engagement. My journey is fueled by a strong desire to contribute to a transformative culture within the business. While there is a clear opportunity to enhance diversity in senior positions, this challenge opens the door for us to demonstrate how diverse thinking can drive innovation and performance. Embracing this perspective has empowered me to establish a newly formed Employee Community Network, where we champion empowerment through allyship and mentorship. More importantly, it has enabled me to connect with like-minded individuals who share similar experiences. Together, we are fostering a broader and deeper understanding of the culture at The Access Group, actively shaping the path towards success in diversity, equity, and inclusion (DE&I). This collaborative effort not only enriches our workplace but also paves the way for a more inclusive future.

What key skills or experiences have had the greatest impact on your professional development to date?

I would say resiliency, an ability to compartmentalise work and personal life, and be ready to take a risk. I have multiple professional destinations I would like to reach; however, I understand these journeys can be spiritually trying at times. In the past, I have had multiple delays, disappointments and roadblocks to success that have tested my resolve and tenacity. Reassuring myself of the end game helps renew that resiliency. A part of that renewal comes with the ability to differentiate work from home, and understanding the profound impact physical exercise has on your energy and decision-making. Lastly, being prepared and ready to take a risk. “Leaps of faith” can be tough decisions to overcome; however, the saying is simple: “You miss all the shots you don’t take”. Fear is a common inhibitor, however, we learn from every decision we do or don’t take. The question comes: how much can we learn from that decision?

What has been one of the most significant challenges you've faced in this role, and how did you manage to overcome it?

In this role, I have discovered a remarkable opportunity to influence DE&I at The Access Group. While there has been a need for increased support and sustained effort, this presents a unique chance to transform DE&I from an aspiration into a central focus. By taking proactive steps to initiate the changes I wished to see, I have been able to shape a more inclusive environment. Through allyship, mentoring, and coaching, I have not only overcome personal barriers but also demonstrated what meaningful change can look like. Fast forward 13 months, I am proud to have established a diverse committee of ten members, supported by a board-level executive sponsor. Together, we are defining a clear path to success and nurturing a growing internal community, all committed to driving positive change within the organisation.

From your journey at Access Group, what advice would you give to other Black employees looking to succeed in the workplace?

Do not underestimate the power of consistency and resiliency. Commonly, Black professionals can be the minority in the workplace, which in turn makes it harder for opportunities to be presented. Consistency in performance and resiliency to withstand setbacks, or how long the “journey” can take, has proved and continues to prove a useful tool for success. Replenishing both consistency and resiliency is as important, so a good, diverse support network and a focus on mental and physical health is paramount.

How has working at Access Group shaped your personal and professional growth?

Working at The Access Group has over time given me transformative experiences that have both positively shaped my personal and professional growth. Professionally, I have been able to learn and collaborate with a diverse group of talented individuals, while also experiencing opportunities not common in the workplace. Personally, I have experienced a deep, personal learning curve allowing me to grow in confidence, adaptability and leadership.

How does Access Group prioritise diversity and inclusion, and why do you believe these efforts are crucial in the business software industry?

The creation of the Employee Network Community, dedicated internal focus, executive sponsorship and an up-and-coming roll-out of internal learning and education signposts a brighter DE&I future at The Access Group. Why this is important in the software industry is easy. Our software is experienced and consumed across the globe, so it stands to reason that a wider perspective on how the software is created only serves the broad audience better, as well as creating a more equitable workplace.

BYP works to change the Black narrative. What does changing the Black narrative look like to you?

Personally, the black narrative to me is that I have to work twice as hard to be in 2nd place. It is harder to be presented with opportunities, and as stated before must have a higher level of resiliency with little room for error. What change looks like is a systematic approach to how we look at equality. This starts with elements like recruitment policies, a higher percentage of ethnicities in senior roles, better education around cultural differences in the workplace and facilitating more open and meaningful conversations around race. It's only then that we can have a better-educated conversation and understand what changing that narrative looks like.

Earl's journey as Head of Support and Chair of the GRACE Committee at Access Group exemplifies the power of leadership that prioritises both excellence and inclusivity. By championing diversity and creating growth opportunities, they play a pivotal role in ensuring all employees, especially Black talent, have the resources and support needed to succeed.