Leadership Stories Unveiled: Bev Markland

We sat down with Bev Markland, Chief People Officer for Agilitas, for the latest instalment of our Leadership Stories Unveiled series.

Bev, tell us a little about yourself and why you choose HR as a career path.

I’m the Chief People Officer at Agilitas, a global IT hardware Channel partner. My main responsibility involves assessing and implementing strategies and policies that have a positive impact on the recruitment, retention and development of our workforce. I also work closely with the rest of the senior management team to provide support and input into our overall business strategy.

Having worked in HR for the majority of my career, I am equipped with the knowledge and resources needed to support the Agilitas team, and I pride myself on fostering positive relationships across the whole business. By placing people at the heart of decisions, I ensure that we introduce initiatives that improve our company culture and employee engagement to strengthen employee morale and boost team satisfaction. 

You have been in senior HR management roles for more than 20 years. What are some of the most valuable lessons or insights you have learned throughout your career?

The most valuable lesson that I have learned relates to the importance of developing communication and relationships across a business to create a healthy and happy culture. By championing effective communication and transparency, I have seen first-hand that businesses can develop stronger interpersonal relationships and positively contribute to their workplace and its culture.

I have also learnt the value of encouraging teamwork, collaboration and active listening. Adopting an open communication approach not only improves employee and customer confidence but also results in increased scalability and growth in the long term.

You joined Agilitas as HR Director, quickly rising to Chief People Officer. What were some of the key factors or strategies that contributed to your success and growth within the company?

Working at Agilitas and strengthening its HR function has been a career highlight. I believe that the biggest factor of my success has been that I recognise the importance of employee wellbeing and the impact that this can have on a successful organisation. I know from experience that implementing a positive employee experience means companies can create a strong culture and drive their business objectives. By developing new policies and strategies with people in mind, Agilitas has been able to bolster employee experience and benefit from increased employee engagement and productivity.

Our employee-centric approach has played a crucial role in empowering our team and allowing for a more conducive workplace environment. Our employees feel heard, valued and supported, and I’m proud of everything we have been able to achieve as a result.

You have been instrumental in connecting the business with its people and improving the employee experience. How do you measure the impact of your HR initiatives and policies on the company’s performance and culture?

I tend to measure the impact of HR initiatives and policies by looking at employee productivity, confidence and outputs. This involves maintaining employee satisfaction rates, monitoring employee turnover and regularly checking in on performance levels. Agilitas’ leadership team, myself included, recognises that company performance can only be as good as the culture that supports it, which is why we have implemented various initiatives and policies to ensure the performance and culture remain positive and profitable.

Agilitas is also committed to continuous improvement to create a more inclusive culture for all. Working alongside our Head of ESG, we are assessed regularly by EcoVadis, which assesses and identifies improvement areas across Environmental, Labour and Human Rights and Ethical working practices.

We recently saw our EcoVadis Environment score increase from 60 to 90 out of a possible 100. Superseding our Bronze medal achieved in 2021, we are now listed in the top 25% of the 100,000-plus companies assessed.

You have played a vital role in supporting the business’ growth strategy, which involves expanding its reach and reputation across the globe. How do you ensure that the company’s culture and values are consistent and aligned across different regions and markets?

As Chief People Officer, it’s my responsibility to ensure that Agilitas’ cultural vision aligns with our ethos. With this in mind, I have worked hard to ensure that our values are incorporated into our corporate processes. This has meant we have created a collaborative environment that enhances the overall employee experience and ensures successful value integration across the company.

We have also developed and provided tools and technologies to keep our employees connected and improve our working environment. As a service business, we understand that the key to maintaining our impeccable brand reputation lies in listening to our team members, and ensuring that they are nurtured and supported in their roles. We have introduced ‘Monthly All Hands’, a programme which helps our team stay aligned with the company’s vision and strategy, and outline how everyone’s role contributes to our success.

You have been a strong advocate for diversity, equity, and inclusion in the IT sector. How do you foster a culture of respect and collaboration among your diverse workforce and leadership team?

I believe that diversity is more than a buzzword, but is a fundamental part of our business identity. Agilitas recognises that unique perspectives, backgrounds, and experiences power our innovation and growth. Our commitment to diversity goes beyond meeting quotas and instead involves fostering an inclusive environment where every individual’s voice is heard and valued. 

Just as the IT channel thrives on interconnectedness, so does our workforce. We embrace differences in age, gender, ethnicity, and beyond, ensuring fairness and equality. I am also proud to say that Agilitas nurtures an atmosphere where creativity flourishes, enabling us to serve our partners and clients to the best of our ability.

You have been involved in various social and environmental initiatives, such as volunteering days and sustainable focus to demonstrate the company’s corporate social responsibility and foster a sense of community and purpose among your staff. Can you share some examples of these initiatives and their outcomes or benefits?

Agilitas not only embraces sustainability but leverages it as a means to develop a cohesive environment. Our employees are encouraged to partake in activities that can benefit the environment and drive the company’s sustainability approach forward. Our Green team has introduced a number of initiatives including, team litter picks, planting 50 trees for every new starter and even toy drive and bra collections, with further initiatives in the pipeline.

We have also launched an e-Ventory Charter, which forms part of our wider sustainability pledge. The pledge commits to numerous environmental initiatives, including our partnership with Ecologi to plant 100,000 trees over the next five years, as we look to deliver a climate-positive workforce within the next 10 years and a carbon-neutral operation by 2040. 

You have invested in the company’s training and development, as well as providing opportunities for career progression and growth. What are some of the current or upcoming learning programs or resources that you offer or recommend?

Agilitas is passionate about supporting our team’s development and providing training opportunities, ensuring continuous learning and growth. We have extensively invested in career development, enabling 28% of staff to benefit from third-party training courses with distinguished institutions like Nottingham Trent University, CIPD and the Knowledge Academy.

We also provide 1-2-1 coaching opportunities for our management team, helping them to develop their skills and lead teams more effectively. Additionally, our SWITCH programme has trained employees in self-awareness and confidence-building techniques in the workplace. We are also part of the annual Pareto graduate scheme which further trains up new talent in their first jobs, providing new opportunities for the next generation and ensuring the future of our company is accounted for.

You have faced and overcome various challenges in the IT sector, such as recruiting and retaining talented and passionate individuals, adapting to the changing needs and expectations of your clients and partners and maintaining and enhancing your company culture and values in the context of remote and hybrid work models. How do you cope with stress and maintain your well-being and resilience in the face of these challenges?

Developing a holistic work culture while implementing a hybrid model presents its own set of unique challenges. With our employees spread across different locations or working remotely, it is essential that our people’s mental and physical wellness are considered.

We host several team-building and social events to alleviate stress and improve well-being at the company. This includes in-person events like summer BBQs and festive buffets to initiatives that remote workers can get involved in like virtual quizzes and Fantasy Football leagues. We incentivise participation through prizes, and this helps to promote the team’s ‘out-of-work’ interests, creating new connections between those who don’t work together regularly.

You have a vision for the future of HR in the IT sector and the skills or competencies that are essential for the future of work. What are some of the trends or developments you anticipate or envision for the HR function in the IT sector? What are some of the goals or aspirations you have for yourself and your team?

The IT sector is constantly evolving, with companies adopting new and exciting HR technologies to streamline operations and workflows. As workplace innovation continues to grow, I expect to see Artificial intelligence (AI) and machine learning (ML) continue to revolutionise employee experience, improve customer support and assist digital workspaces.

Agilitas has automated several processes, allowing us to save time and allocate our resources more effectively. Our InventoryAssurance automation capability, for example, has benefited our software-enabled hardware service businesses and has simplified processes for our employees working from home.

As emerging technology continues to shape the way the IT sector operates, it is important that we bolster our workspace with the latest innovation available. Our ongoing effort will focus on harnessing emerging technology to improve operations and support both our employees and customers.

 

Bev Markland joined Agilitas as the company’s HR director before quickly being promoted to Chief People Officer. As Chief People Officer, Bev is responsible for establishing best-practice company culture and promoting the team’s DEI initiatives, resulting in a third of Agilitas’ workforce being female.