Whether in our business or our supply chain, we treat people fairly and equally.
We have set some far-reaching targets to address equality in our business, including 40% senior management gender diversity by 2030.
In 2022 the percentage of women in senior management roles increased to 25.4% – up from 20% in 2021, and from 9% just three years ago. This meant we achieved our 2022 short-term objective.
To help us on our journey, we aim to reach 33% female senior leaders by 2025 and to have 20% senior leaders from ethnically diverse backgrounds.
Our core employee objectives
- Build a sustainable, diverse, talent pipeline, and continuously improve our development programmes to ensure we have the right people with the right skills in the right job at the right time.
- Strengthen leadership capability at all levels to help our leaders become role models, coach and develop their teams and lead the way in successfully driving our business strategy.
- Drive organisational effectiveness to strengthen our ability to manage business transformation in an agile way.
- Foster a workplace culture where our people feel valued and engaged.
Building inclusiveness
We’ve been building awareness to help our employees understand why a diverse and inclusive workplace matters and the role they have to play. We have introduced inclusive recruitment e-training on issues like unconscious bias. The e-modules are available in English and Chinese, and we intend to add other languages in time. To date, 55% of invited hiring managers have already completed the training.
In support of this, we host a series of events around the world to mark International Women’s Day, and have set up ENGENDER, a group that provides a safe environment for discussion on issues that women face in the workplace.
We have established two new employee resource groups – our LGBTQ+ group, THRIVE, and EMPOWER, our cultural diversity group.
We also marked International Day of Persons with Disabilities, and in 2021 published new guidance to help employees support their disabled colleagues, and shared two new videos from managers living with disabilities.
Human rights
We’re very aware that our supply chain needs a people focus just as much as our own organisation does. We do not tolerate modern slavery and human trafficking in any part of our business or supply chain. But we work in parts of the world where the risk of human rights abuse is higher than others. These risks are also higher in certain sectors, such as road transport logistics, construction and temporary site work.
To combat this, we have developed some ethics and compliance objectives, including delivering a plan to continuously improve our compliance framework, enhancing our risk assessment processes, further enhancing our compliance training and reviewing our Code of Conduct.
We have already rolled out an updated due diligence process to a small number of our suppliers in China. In future, all new suppliers in China will have to complete this due diligence in order to work with us. We have also moved our North America processes onto our global qualification platform, and 31 sites have already adopted them.