Compass’ Roger Mitchell has been announced as part of the 2026 Role Models for Inclusion

The 2026 Role Models for Inclusion in Hospitality, Travel, Leisure and Retail Index produced by WiHTL & Diversity in Retail, in partnership with The MBS Group, has been revealed. There are over 60 role models featured in the Index, with Roger Mitchell featuring for his work on our You Matter and Ability colleague networks. 

Read his full Q&A below to find out more about his commitment to our Belonging and Inclusion work.

How are you championing inclusion in your organisation or community? 

"Quite simply – by creating awareness. Compass Group UK&I has over 55,000 employees, and it is so important that each and every one knows that we are a business with a truly open culture, offering support regardless of what job role you are in. We want to create opportunities for all and an environment in which everyone can thrive."

What are the benefits of having open conversations about inclusion? 

"Open conversations about inclusion are important because they create an environment where people feel comfortable being themselves and speaking up, creating a sense of belonging. When I’ve been part of teams where people can openly share their experiences and perspectives, it builds trust and makes collaboration much stronger.

I also think these conversations illuminate challenges that might otherwise go unnoticed. Without that openness, it’s easy for assumptions to be made or for some voices to be missed. Having honest dialogue gives everyone the chance to be heard and understood.

In a business like Compass, where teams are spread across many different sites, that’s especially important. Open communication helps create a sense of connection and belonging, even when people are working in smaller or more remote teams. Ultimately, it leads to better teamwork, stronger engagement and a more inclusive culture."

What motivates you to drive up progress on inclusion in your sector?

"When I began working in this industry back in 1989, I don’t remember ‘inclusion’ even being a term that was used.

Derogatory terms were common and almost accepted, which meant so many people couldn’t be who they wanted to be. I may not have known who I was – although I was later diagnosed as autistic, I just thought I was a little ‘different’. I had to act how I was expected to appear. Now I can be me, as can anybody. I also have three children, and I hope they can find work with an employer like Compass Group UK&I, where they can thrive as individuals.

So, what drives me? Creating environments where our employees are not afraid to be themselves.

WiHTL & DiR 2026 Role Models for Inclusion in HTL and Retail Index.pdf - Google Drive