PD Ports talk listening, diversity and inclusion

Improving diversity and inclusion is closely linked to improving mental wellbeing across the workforce. When employees feel valued and respected, they are more likely to engage with wellbeing initiatives, seek support when needed and contribute positively to their teams.

In port environments, supporting inclusion often begins with everyday practices: creating opportunities for employees to share feedback, ensuring wellbeing support is visible and accessible, and encouraging open conversations about mental health during team briefings and safety discussions. When organisations treat inclusion as part of their operational culture rather than a standalone initiative, it strengthens trust, engagement and resilience across the workforce.

In the next MHiP podcast episodes, Umayya Rahman, PSS Safety, Health and Environment Technician discussed inclusivity initiatives and their impacts to mental wellbeing with Alan Dixon, Head of Health, Safety, Environment and Sustainability at PD Ports. PD Ports has been exploring these themes through a series of employee listening sessions, a Women’s PPE initiative, and Men’s mental health groups, designed to give workers space to share experiences, concerns and ideas.

Many people said it’s just nice to be heard, nice to actually have our voices heard and be respected.

Alan Dixon, PD Ports

In this first episode Alan reflects on why diversity, inclusion and mental wellbeing are inseparable in a high‑risk, fast‑paced port environment. He highlights how safe and efficient operations depend on open communication, supportive teams, and ensuring everyone feels valued—regardless of background, gender or role.

Alan shares real examples from PD Ports’ listening sessions, including a powerful story of an operator whose mental health drastically improved after moving to a more supportive team. It reinforces that inclusive leadership and positive workplace culture aren’t “nice-to-haves”—they can be life-changing. The discussion shines a light on how inclusion can sometimes be invisible until you’ve experienced the opposite, and why organisations must proactively create environments where everyone feels seen, heard and supported. This message is essential for driving cultural change across the ports sector and ensuring that mental health, safety and inclusion remain core business priorities. (9 minutes)

In the second session, Alan talks about the PD Ports listening sessions which have become a powerful driver of cultural change across the organisation. Introduced as a way to reconnect with employees and truly hear their experiences, the sessions quickly exceeded expectations—reaching over 170 staff and surfacing nearly 700 comments and ideas.

The insights gathered have already begun to reshape PD Ports’ approach to wellbeing, diversity, and inclusion at every level. The prominence of mental health themes, the success of a dedicated women’s listening session, and the volume of actionable suggestions have prompted the development of a new cross‑functional health and wellbeing strategy. Alan emphasises that the sessions are now becoming a normal way of working—reinforcing the belief that employees are not the problem but the source of solutions. Listen in to hear his advice on how these sessions can be transformative for organisational culture and performance. (12 minutes)

In this third instalment Alan shares how PD Port’s innovative approach to mental health and inclusion is making a powerful impact. Alan describes how a warehouse colleague took the lead in creating a men’s mental health group — an inspiring act that sparked wider organisational support.

The interview highlights how peer‑led initiatives and visible allyship from management are helping to shift long‑held stereotypes in a traditionally male‑dominated industry. By empowering employees at every level to speak up, share experiences, and model positive behaviours, PD Ports is breaking down cultural barriers and showing what inclusive wellbeing looks like in practice. (12 minutes)

In this final session, Alan and Umayya discuss the unique inclusion challenges facing women in port environments and how these issues directly affect mental wellbeing. Alan reflects on the legacy of a male‑dominated industry — from workplace culture and communication norms to outdated facilities and unsuitable PPE — and highlights how these structural barriers can make it difficult for women to feel confident, included, and heard.

The conversation also shines a light on the transformative impact of simply listening. Alan shares powerful examples from PD Port’s listening sessions, where small acts of engagement unlocked significant improvements in safety, communication, and team confidence. The interview ultimately illustrates how everyday actions can lead to profound benefits for mental health, inclusion, and organisational outcomes. (14 minutes)