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Petros Voulgaris: An Interview With a Recent International Recruit From the LGBTQ+ Community

An interview with a recent international recruit from the LGBTQ+ community, Petros Voulgaris, CFA, MBA Director, Banking Relationship Manager, Moody’s


Hi Petros! Thanks for chatting with us. How did you find your current role?


I recently returned to Moody’s after three years of working for two other companies in the sector, and after leaving the company in 2019. During those three years, I had been in discussions with a few managers at Moody’s Analytics about returning to the company within various roles, but I waited until I had finished my executive MBA and also until a suitable role had become available before I decided to return. Having experienced different positions in five companies, including Moody’s Analytics, in the meantime, it was vital that the culture and work ethics of the company was a great fit for me and so once the right position became available, I thought that this was a good opportunity to go back.




Can you share some of the top cultural/relocation challenges you faced and if/how your employer/ERG helped you to overcome them?


Having worked for Moody’s Analytics in both London and New York in the past, a relocation for which Moody’s arranged everything, I was sure that going back would also be very frictionless, even though I would start my new position in a mostly virtual environment. The recruitment team made sure I had all necessary equipment, such as my laptop, sent to me in advance of my first day. They also ensured I had all the needed resources ready and available at the start. I also had a mentor who could provide advice in case I needed it. Finally, I made sure I signed up for a few Business Resource Groups (BRG), such as the Pride BRG, which allowed me to socialize within the company and also have a community to turn to for advice in case I needed it.


Can you offer any advice to an international recruit from the LGBTQ+ recruit relocating to another country for a new role?


Before deciding to move, I would advise anyone first to be informed about the local company and country's culture. In most cases, it helps to be yourself, good at your job, and sociable with your colleagues. You cannot be sure that there won’t be anyone that might show some prejudice, but in most cases, being frank about who you are will make things easier from the start. Finally, joining the local LGBTQ or Diversity ERG group will make it very easy to connect with like-minded people and ask for support if needed.


What kind of support should companies provide to international recruits from the LGBTQ+ community who are relocating for a new job to help them settle into the country and their job quicker?


Companies should try to be as inclusive and meritocratic as possible. Depending on the country, they might need to provide more or less support to LGBTQ+ people to settle into the country or within the job. For example, there are countries where renting a flat for a gay couple might be harder than others or where being yourself at work might be tough. Companies should always try to educate their employees about how to talk about things, avoid comments that might sound racist and have safety nets for people who feel threatened or suppressed at work. By organizing events and talks, disseminating information and demystifying stereotypes, they can pave the way for other LGBTQ+ employees to settle into their new country and job.


This will create an inclusive and pleasant environment where everyone can be themselves and bring about a virtuous cycle where new talent will be attracted to the company. The business will also flourish due to a diverse and creative workforce.

 

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