The Equity Builder: Fidelity International’s Carol Fergus

Fidelity International director of global travel, meetings and ground transportation Carol Fergus is a founding member of the diversity, equity and inclusion committees for both the Travel & Meetings Society and the Global Business Travel Association. She created documentation on how to begin conversations within corporate travel around DE&I and has led by example in implementing more inclusive travel programs. She created with her travel management company partner BCD Travel an apprenticeship program that can serve as a model for how TMC-client partnerships can bring more diversity into the managed travel space. 

How did you get involved with the GBTA and TAMS DE&I committees?

I was already on the European advisory board, and there was a discussion around setting up DE&I as a global venture for GBTA. I [got] engaged in one of the strands, which is race and culture. TAMS is a similar thing. It was a no-brainer. DE&I is a real passion for me. I feel that as many platforms that I can have to bang that drum, the better.

What did you find lacking in your own company’s DE&I program?

I think the company has done a hell of a lot, so I don’t think that it’s lacking. I would ask, ‘Is [the communication] still getting to the right people we are meant to be championing, and is it resonating in the right way?’

What would your answer be?

We are not there yet, but it is a long journey. People still have that fear factor and that uncomfortable feeling of talking about certain subjects, especially when it comes to things like race, mental health, etc. A lot has changed. The conversations have started, but we have a long way to go. We need to find ways to get people to open up more, and to demonstrate more that differences are being made as opposed to talking about it. 

What was your motivation for the apprenticeship?

It falls in line with the stop talking and [more] doing. It was easy to do and was a small thing that had massive impact. It was giving opportunity to minority groups that weren’t graduates. But we have to show the possibilities. By working with our supply chain, it was an opportunity for them to give roles, tasks, education and development in their organizations [while we] give them the funding and support to allow them to do that, to identify people applying from minority groups and give them the career path that they wouldn’t necessarily believe they could do by themselves. 

The program is new, but have you thought about how to evolve it? 

I’d like to work with people in the industry, show them the structure, how it works and have them replicate it, so when they have discussions with their clients and other businesses, instead of just talking about the resources they need to bring in to support that client, also include this DE&I apprenticeship piece. Say, ‘Have you considered having something whereby you are giving development, learning and training to a young adult from a minority group?’ They should build it into the discussions. When they go out to tender a [request for proposal], put that in as a request. 

What advice do you have for others who want to follow your lead?

A, speak to me about the structure. It’s very simple, and I’m happy to share. B, if they don’t want to do that, the method is very easy. Follow it and have the conversations with your suppliers. Look at their career path, their development, do they have a DE&I ethos. [They each] will be able to give opportunity to a young adult from a minority group. [Tell them,] ‘We already have an apprenticeship scheme in place, we’d like to work with you with regards to bringing those people in so that they can be part of your team.’ Start those conversations.