Untapped: Diverse Backgrounds
When I moved to the United States in 2015 with my wife and our 16-month-old son, we were driven by the promise of the American Dream—the belief that with hard work, opportunity, and perseverance, anything is possible. At the time, I had a solid foundation in hospitality, but little exposure to the world of supply chain (or at least, so I thought). What I lacked in direct experience, I made up for in grit, adaptability, and a deep commitment to service—values that would eventually help me thrive in an entirely new industry. Looking back, that leap of faith marked the start of a journey that would reshape not only my career but also my belief in the power of diverse perspectives.
My first break into supply chain came not at a global brand, but at a regional vinyl window manufacturer—an opportunity that proved pivotal. It was there that I began to understand the real-world impact of a customer-centric supply chain. I saw how upstream decisions directly influenced customer satisfaction, how lead times affected homeowner trust, and how the right planning and communication could turn supply chain into a growth engine rather than just a cost center. It was a crash course in operational agility, cross-functional coordination, and the power of aligning logistics with customer needs. That role gave me my first glimpse into how meaningful and measurable supply chain leadership could be—and I was hooked. During my tenure there we got listed in the Top 100 Manufacturers in the US, a huge accomplishment.
My transition into the field wasn’t a straight line, and in many ways, that’s what made it so powerful. Hospitality had taught me how to anticipate needs, stay calm in crisis, and create seamless service experiences—skills that directly translated into logistics, especially in a world increasingly shaped by uncertainty and disruption. As I moved deeper into the field, I came to realize that my non-traditional background wasn’t a disadvantage. It was a strength.
But the turning point in my career came when I joined Dyson. I was hired by Mike Bauer, a leader who looked past the traditional mold of a supply chain executive and saw potential in the whole person. He didn’t just evaluate me on my experience, although of course important—he valued my mindset, problem-solving ability, and leadership approach. That decision didn’t just change my professional path; it sparked a cultural shift. It gave me permission to lead authentically—and in turn, I began building teams that mirrored that same openness. We stopped hiring solely for fit and started hiring for contribution—looking at what new perspectives and capabilities a person could bring.
That shift transformed our team. When people feel seen and valued for who they are—not just what they’ve done—they bring more of themselves to the table. They speak up earlier, solve problems differently, and collaborate more effectively. Our performance improved, but so did our resilience, adaptability, and creativity. We weren’t just checking diversity boxes—we were building a culture where innovation could thrive.
Geography is a great way to show the value of diversity - when I moved to the States I could not get my head around how big it is and how diverse. How can the same country that has Monument Valley (above) contain the Everglades, White Sands Dunes, the Smokey Mountains, Dinali or even my beloved Chicago? It is all of those ingredients that make America what it is, similarly it is diversity of thought, background and identity that make the difference between a good organization and a great one.
The value of diverse teams isn’t just anecdotal—it’s backed by data. Studies from McKinsey & Company show that companies in the top quartile for ethnic and cultural diversity on executive teams are 36% more likely to outperformtheir peers in profitability. Research from Harvard Business Review has also found that cognitively diverse teams solve problems faster and more effectively than homogenous ones. These aren’t abstract statistics—they’re reflections of what I’ve seen firsthand: that bringing together people from different industries, cultures, and walks of life leads to more creative thinking, stronger collaboration, and better business outcomes. Diversity isn’t a checkbox—it’s a catalyst.
Time and again, I’ve seen how diversity of thought, background, and experience creates stronger, more innovative teams. A planner with a retail background brings urgency and customer obsession. A former military logistics officer brings rigor and risk foresight. A colleague with a background in education offers an unmatched ability to simplify complexity and build capability. These aren’t just interesting stories—they’re force multipliers.
In supply chain, we often prioritize efficiency, accuracy, and cost reduction. Those are critical—but they’re not enough. The future of our field will belong to those who can design for uncertainty, lead through ambiguity, and think differently. That requires a team that is different—one that reflects a wide range of experiences, perspectives, and worldviews.
And it’s not just about hiring practices or inclusive policies—it’s about culture. Creating an environment where people feel seen, heard, and valued for who they are encourages them to contribute more fully and solve problems more creatively. That’s how you build resilience. That’s how you build agility. That’s how you build a supply chain organization that leads, not just responds.
As someone who began this journey far outside the “typical” supply chain path, I’ve seen firsthand the doors that open when someone chooses to look beyond the obvious. I’ve also seen how powerful it is to be that person for someone else.
To those building the next generation of supply chain teams: embrace the unconventional hire. Invest in the person with the non-linear path. Create space for the voice that sees the world a little differently. You won’t just get a new team member—you’ll get new ideas, new energy, and a new way forward.
Because sometimes, the most impactful supply chain solution doesn’t come from a warehouse or a spreadsheet—it comes from a fresh perspective and the courage to do things differently.