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21 May 2025
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At GO, we believe that inclusion isn’t just a checkbox, but a core value that shapes the way we work, connect, and grow together. As part of our continued commitment to fostering a workplace that embraces and celebrates differences, we’ve recently become signatories of the Malta’s Diversity and Inclusion Charter. This milestone marks a deeper pledge to promote, debate, raise awareness about, and mainstream the concepts of corporate citizenship and social responsibility – both within GO and beyond.
To help drive this commitment forward, we’ve set up a Diversity Committee made up of a number of passionate team members who volunteered to become GO’s very first Diversity Champions. Each of them brings a unique perspective, shaped by their own experiences and roles within the company.
Let’s meet them:
These individuals stepped forward with one goal in mind: to make a meaningful impact. Whether it’s through education, empathy, or everyday actions, they’re here to help ensure that diversity and inclusion remain at the heart of GO’s culture.
We sat down with them to learn more about what drives them, what they’ve experienced, and how they hope to contribute to a more inclusive future. Here’s what they had to say:
What motivated you to volunteer as a Diversity Champion?
I am grateful to have met people with such wonderful social and cultural identities, who always made me feel included wherever I went. Now, I want to give back by helping to create spaces where everyone feels at home and can contribute their best.
-Marcelo, Senior Frontend Developer
Can you share a personal experience that shaped your views on diversity?
The most pivotal experience was going through my son’s diagnostic journey over the past seven years. Working with a range of specialists helped me understand that diversity isn’t always visible, and that people’s challenges and strengths often coexist in unexpected ways. It also prompted a lot of reflection on my own traits and those of people around me – both at home and at work. This personal journey has not only deepened my empathy but also transformed how I support others in the workplace, especially when it comes to creating psychologically safe environments.
-Mandy, People Success Specialist
How do you wish to see Diversity & Inclusion evolve in the workplace?
I’d love to see diversity and inclusion become second nature – just part of how we work, lead, and make decisions. Not an extra task, but the standard.
-Sarah, Roaming Specialist
What small actions can colleagues take to be more inclusive every day?
Inclusivity isn’t just another policy we communicate on our intranet portal. It should be a mindset. Sometimes, fostering an inclusive environment can feel like a big undertaking, but the truth is, even small, consistent actions can make a significant difference. So, what can we do to be more inclusive colleagues?
Inclusivity is a journey, not a destination. Every small action we take contributes to building a more welcoming and equitable environment for all.
-Christine, Senior Manager – People Operations
What would you say to someone who’s unsure about what their role in D&I should be?
If you are not sure how to contribute, simply being present and true to yourself is what the core of diversity is. By sharing your life experiences and listening to others, you are already playing an important role in building a more inclusive environment for everyone.
-Marcelo, Senior Frontend Developer
How can conversations about diversity be normalized at work?
By making them part of regular, everyday chats – not just formal trainings. It helps when leaders set the tone and people feel safe to ask questions and share openly.
-Sarah, Roaming Specialist
How does GO currently foster a culture of diversity and inclusion?
We have a strong, multi-faceted plan focused on boosting diversity, inclusion, and wellbeing at GO. Key initiatives span special leave policies (like non-birthing parent leave), internal engagement (like the appointment of Diversity Committee), L&D (such as our upcoming Growth Session on neurodiversity), and the different touchpoints of the employee lifecycle (for example during recruitment and onboarding). The plan also emphasizes data collection through exit interviews and employee satisfaction surveys to drive continuous improvement. These are just some of the ways which help us build a more inclusive and supportive place to work in.
-Christine, Senior Manager – People Operations
What are some common misconceptions you’ve encountered about the type of diversity you’re representing?
A common misconception about neurodiversity is that it’s always a “disability” or a limitation – particularly in high-pressure or collaborative environments. In reality, with the right support and understanding, neurodivergent individuals bring tremendous value and potential. Another misconception is that neurodiversity only affects children. The truth is, every adult was once a child, and many go through life undiagnosed. Support and inclusion are just as crucial in adulthood – especially in the workplace.
-Mandy, People Success Specialist
We’re proud to have such inspiring voices helping to lead the way.
Stay tuned as we continue to spotlight more stories, spark more conversations, and take more action to make GO a place where everyone can thrive – just the way they are.