Georgina Gold

Georgina Gold’s DE&I journey began in 2018 at Impellam in the UK, where she spearheaded the company’s Through the Gate coaching initiative for female prisoners preparing to return to the world of work. Today, she is responsible for the in-house mentorship program at Impellam, pairing mentors with mentees to develop and retain top talent at Impellam in the US.

Gold’s philosophy for DE&I is clear: Don’t be afraid to have the conversation. As the leader of Impellam’s IMWomxn group, Gold has led members through many challenging discussions. Topics range from living with imposter syndrome to supporting family members who struggle with substance abuse. The group, which celebrates anyone who identifies as female, provides a safe space for members to discuss these issues and share their experiences. For Gold, the benefits of confronting uncomfortable topics far outweigh the initial discomfort. “Don’t be afraid to … have the big talk,” she urges. “You’ll get deeper relationships and better connections from doing so.”

Don’t be afraid to … have the big talk. You’ll get deeper relationships and better connections from doing so.

Gold counts growing the IMWomxn group to over 150 members from four in just two years among her greatest DE&I achievements. The discussions she has led in the group have brought about real change for Impellam’s employees. In 2023, the company announced increased parental leave for both primary and non-primary parents. IVF reimbursement was added to the company’s benefits in addition to travel expenses for women who have to travel out of state to receive medical care. For Gold, a recipient of Impellam’s “Living our Values” award, the significance of this development cannot be understated. “Part of what we’re trying to do here is advocate: advocate for women and for our people,” she explains. “We can use our voice to stand up and say, ‘We want change.’”

When it comes to Gold’s DE&I advice for other companies, she encourages them to consider changing expectations. “The younger generation demands respectful and inclusive workplaces,” she points out. “You will alienate whole talent pools if you don’t get [DE&I] right.” In practical terms, she advises companies to be pragmatic about improving their focus on DE&I. “Don’t chase perfection. Goal No. 1 is just to move the needle.”