Diversity and inclusion
We strive to attract and retain a diverse mix of highly skilled and experienced individuals who will strengthen our Company, embrace our values, and help deliver our strategic priorities. In addition to ensuring our recruitment practices maximise our opportunity to reach diverse talent, are focused on creating an inclusive culture and working environment, critical to our ability to attract, retain, and grow diverse talent.
During 2020, we launched a number of initiatives to promote diversity and inclusion within the workplace. This has included:
- Development of a Diversity and Inclusion strategy and roadmap;
- Diversity and Inclusion Summit to celebrate National Inclusion Week – employees were able to access a series of virtual events covering a variety of topics including visibility, mental health, managing parent and carer responsibilities and the impact of race in the workplace;
- Career development workshop for women hosted by Women on Boards;
- Partnering with Moving Ahead and participating in the 30% Club Mentoring Programme, a global, external mentoring scheme for women in the business (see further details below);
- Line manager training on how to have inclusive and meaningful conversations with colleagues and adopt positive behaviours;
- Unconscious bias training for all employees; and
- Regular reporting to both the Executive Committee and Board in relation to diversity and gender pay gap statistics.
The 30% Club is a global campaign led by Chairs and CEOs taking action to increase gender diversity at board and senior management levels.
Whilst diversity is broader than gender balance, this continues to be a key area of focus. We have continued to make progress in this area against the constraints of a small workforce. The table below provides
|Overall gender balance||39%||61%||34%||66%|
|Board level gender balance||44%||56%||38%||62%|
The table below gives details of the gender diversity in the senior leadership team, in line with the *Hampton-Alexander Report.
|As at 31 December 2020||Female||Male||Total|
|Direct reports to Exco||10||26||36|
*The Hampton-Alexander Review was an independent, voluntary and business-led initiative supported by the UK Government to increase the representation of women in senior leadership positions and on boards of FTSE 350 Companies, from 2016-2020
We are committed to improving our gender balance. During the year, our recruitment of male/female employees globally was 51% female and 49% male.
Gender pay gap
We are committed to being an inclusive organisation dedicated to harnessing the value of exceptional talent in all its diversity.
Our intention is total transparency on our journey to close the gender pay gap. We continue to evolve our efforts and are focused on ensuring the impact and sustainability of our initiatives. We will continue to voluntarily disclose our gender pay gap for our global population. All gender pay and bonus metrics remain a standing agenda item at each Board meeting, where positive actions to close the gap are identified and agreed. This informs the initiatives implemented to drive improvements and narrow the gap.
We are committed to an inclusive working environment which is free from discrimination, harassment or unfair treatment, provides all employees with equal opportunities to develop within the Group and we have the appropriate policies and practices in place to support this.
We recognise the value that diversity brings, including but not limited to gender identity, race, sexual orientation, nationality, neurodiversity, socio-economic background, professional and personal experiences and preferences. We make recruitment and promotion decisions based on the ability to perform each role. No individual colleague or potential colleague will receive less favourable treatment on the grounds of age, marital status, gender, gender identity, gender reassignment, sexual orientation, race, colour, nationality, ethnic or national origin, religion or disability.
Where any employee’s circumstances change, it is the Company’s policy to do everything reasonably possible to ensure that a successful return to work in the same job or a change of role (if appropriate) is facilitated.