Equity, diversity and inclusion

We’re committed to developing equitable responses to address the climate emergency for everyone. This includes supporting marginalised communities who are being hit hard by the impact of climate change.

We’re committed to creating a diverse, inclusive and equitable workplace. One where our people are representative of the areas in which we work, able to be themselves and supported to be their best.

Working to embed a culture of inclusion and equity is strongly aligned with our organisational values and mission. And we want to do more than just talk about equity, diversity and inclusion (ED&I). We want to take real and meaningful action.

Since then, we’ve been busy putting our strategy into action. We’re continually evolving our approach, listening to and learning from our colleagues, customers and the world around us.

We want to achieve the following:

• Diverse workforce: our people represent society.
• Inclusive culture: everyone can be themselves.
• Equitable outcomes: for our people, society and the planet.

Inclusion is also one of our core behaviours at the heart of our behaviour framework, and which we expect all colleagues to demonstrate.

Our strategy outlines how we will achieve our vision.

• Objective 1: becoming an inclusive employer. Developing a diverse workforce and inclusive culture, where there are equitable outcomes for all.
• Objective 2: becoming an inclusive changemaker. Developing equitable responses to address the climate emergency.

We’ve been working hard to create the change we set out in our strategy, focusing predominantly on transforming our culture and becoming a more inclusive employer. This has involved four key streams of work:

1. Education and awareness raising. 
2. Culture and engagement. 
3. People policies and processes. 
4. Inclusive leadership and management. 

For example, we have:

• Established a representative internal ED&I committee. 
• Educated and engaged colleagues on a range of ED&I related topics and issues through speaker events, colleague storytelling, blogs, film screenings, guidance and training. 
• Delivered inclusive leadership and allyship training for our senior leaders and managers.
• Supported all senior leaders and managers to develop and deliver on annual ED&I objectives.
• Reviewed and improved a range of people policies and processes to make them more inclusive and equitable. 
• Developed more accessible and inclusive recruitment processes, including becoming a Disability Confident Committed employer (Level 1). 
• Improved our ED&I related data by asking colleagues to share information about their identities, backgrounds and experiences. They do this through an annual inclusion survey and our diversity data collection. We use this data to further inform and shape our ED&I priorities and activities.

This is just some of the work that we’ve delivered. We’re proud of what we’ve achieved so far, but we know we can always do more.