Inclusion in Action: Our Commitment to Gender and Racial Equality

To mark International Women's Day and the International Day for the Elimination of Racial Discrimination, Emma Muller, Chief Human Resources Officer, and Hovey Cox, EVP, Marketing, Sales & Communication, discuss how Viridien observes these important international days and acts to foster an inclusive and equitable workplace. 
 

Emma, what does International Women’s Day mean to you, and why is it important to celebrate it?

International Women’s Day (IWD) is a powerful reminder of how far we have come in advancing gender equality, and how much work still lies ahead. For me, it is a day to celebrate the achievements of women across all walks of life, recognize the barriers they continue to face, and reaffirm our collective commitment to inclusion.  It is not just about recognition; it is also about action. When we celebrate IWD we create space for important conversations, challenge biases and inspire the next generation of leaders.

I particularly want to warmly recognize the incredible women at Viridien whose dedication, hard work, and unwavering passion have been instrumental in driving our success. We deeply appreciate their commitment and the positive impact they bring to our team every day.

How do International Women’s Day and the International Day for the Elimination of Racial Discrimination (IDERD) align with Viridien’s core values and mission?

At Viridien, we are committed to building an inclusive and equitable workplace where diversity is not just acknowledged but valued and celebrated. IWD and IDERD both reflect the four values that shape our unique culture: We are Open by embracing diverse perspectives; We are Problem Solvers by challenging biases; We are Responsible by acting with integrity; and We are Driven to Go Beyond Expectations by turning commitments into actions.  IWD and IDERD reinforce our mission to create a workplace where everyone, regardless of race or gender, feels included and can thrive.

How does the company engage employees in conversations and actions relating to gender and racial equality?

Real change happens when conversations lead to action. We create space for open dialogue through our worldwide IDEA Talks sessions and local workshops about ID&E (Inclusion, Diversity and Equity), and our employee resource groups that lead local actions and champion equality.  We invest in development programs such as mentorship, coaching and training, ensuring that growth opportunities are accessible to all.  Our policies and initiatives, from equitable hiring practices, promotion opportunities to reward structures, are designed to turn our values into measurable progress.

I also encourage our people to engage in meaningful conversations about gender and racial equality. Progress begins with open dialogue, shared experiences, and collective action. Most importantly, every employee can be an advocate for inclusion, because creating a truly equitable workplace is a shared responsibility.

What interests or activities do you pursue outside of work that are important to you?

Outside of work, I am a total foodie – I love discovering amazing restaurants and spending hours in the kitchen each weekend experimenting with new recipes.  I recently took on an exciting project: restoring an old house by the coast; and am loving the mix of history, charm, gardening and DIY adventures.  Travelling with my family is another big passion of mine – we are always looking for our next great escape and unforgettable experiences together.
 

Hovey, how can employees contribute to fostering a more gender-inclusive workplace culture?

Fostering a more gender-inclusive workplace is not a spectator sport. It takes a collective effort from all employees and requires us to be active and at times vulnerable.

Several ways can have an impact. Continuing to educate yourself is the best place to start; taking an open-to-learning mind, attending workshops and seminars, or reading articles or books on the topic. And then sharing your knowledge with colleagues to further raise awareness.

Promoting open communication with other employees ensures that everyone can participate and really listen to and engage with each other. It helps to create an environment where people feel they can openly express their ideas or concerns about gender issues.

Taking an active role is also important. It could be through being an ally or mentor to help those of different genders advance and succeed in their careers. It could also simply be supporting colleagues by standing up for them and making their concerns visible or encouraging others to think and act beyond the current expectations and culture.

By actively participating in and celebrating a gender diverse culture, employees can significantly contribute to developing a more gender-inclusive workplace, benefiting everyone, and the organization they work for.

How does Viridien observe the International Day for the Elimination of Racial Discrimination (IDERD), and why is it significant to our organization?

Diversity is not just a moral effort to address unfairness created by long-term historical biases and their accompanying outcomes, it is also a strategic necessity for our success.

Aligned with our company tagline of “See things differently”, ID&E is required if we want to bring the different perspectives needed for Viridien to succeed and achieve our goals.

Our markets and clients come from a wide variety of racial, gender, sexual orientation, age, and geographic backgrounds, so it is imperative that we understand and relate to these cultures to be as close to our customers as possible. The same is true for innovation – if we try to innovate with a group of like-minded individuals, we will be much more limited than if we leverage diversity. For example, to scale our advanced subsurface imaging technology, such as elastic full-waveform inversion, across the world's basins, we require diverse geologic and geophysical knowledge in those areas. Bringing diversity into the innovation process leverages more perspectives and more points of view, again enabling us to “See things differently” and supporting our ability to come up with ideas that others would not, further strengthening our technical leadership.

What role do leadership and management play in promoting gender and racial equality within the company?

Leaders must have the courage and humility to lead by example. We need to champion Inclusion, Diversity and Equity in line with our core values, especially We are Open, and ensure accountability. Some leaders may believe that, based on their position, others must make the effort to come to them and follow their advice, almost as if they owe this to leaders. But the opposite is true. Leaders owe so much to the people of the company. We must therefore be active in leading by example. In the context of diversity, and specifically gender and racial equality, the focus should be on actively seeking and openly listening to the experiences and concerns of these underrepresented groups. Through this, combined with consistent action aligned with our company ideals and goals, we can gain perspective, trust and move the company forward thoughtfully.

What interests or activities do you pursue outside of work that are important to you?

With my wife being CFO of a scale-up, two young children, a new puppy, a cat, chickens, and a goldfish, along with navigating through life with cancer at current, I really don't have much free time, lol. Adding to this challenge, I have a wide range of likes! I enjoy music, reading, the outdoors in general (hiking, camping, mountain biking, fly fishing, kayaking), swimming and scuba diving, soccer, a well-made cocktail, nice dinners with good desserts, gardening, antique cars, video games, I’m a bit of an audiophile, conversations with friends, learning and teaching, meditation, visiting new places, and most importantly, spending time with family. 
 

Learn more about IWD here: https://www.internationalwomensday.com/
Find out more about IDERD here: https://www.un.org/en/observances/end-racism-day