All Great People

FOREWORD

INTRODUCTION

Data Collection

Only by understanding the make-up of our current workforce can we ensure that we have the right policies and processes in place to support our people. Over the past four years, we’ve worked hard to gather accurate and meaningful data to guide our efforts. We recognise that change is a natural part of life and ensuring that our data is accurate is an ongoing exercise. We have many long-serving employees who joined over 20 years ago, and elements such as disability or a medical condition may have changed over that period. Ensuring that we give our people a voice to not only tell us about what has changed but also ask for reasonable adjustments where needed is paramount in supporting our workforce.

We recognise that colleagues may prefer not to disclose information. We respect this, but support colleagues through an education programme to help them understand the importance of their data, explaining why the information is so crucial in enabling our journey to be truly supportive of the communities of people who work for us. This should help us improve our ‘Prefer not to say’ stats. Our target for data capture is 99% across all demographics; this allows for new starters who may not have completed all their paperwork.

Our refreshed EDI Strategy sets out our roadmap for the next six years to ensure that we continue building on the great work already delivered. We have set ambitious targets to ensure that underrepresented groups make up a significant part of our workforce. This includes our pledge to be 30% female by 2030 and have 30% representation from ethnic minority groups across our employed workforce. We have also included new goals to help support our veteran and neurodiverse colleagues. The appointment of a new Diversity and Inclusion Manager demonstrates our commitment to achieving our objectives. However, we recognise that it is our own empowered people who are the driving force behind our strategy. I look forward to helping create a truly inclusive and diverse workplace. Equity, Diversity, and Inclusion (EDI) underpin successful, thriving workplaces. A truly inclusive workforce will ensure that our business continues to bring new ideas and deliver innovative solutions for our customers, partners, and communities.

Our Data Capture:

When people feel valued and included, they make better decisions and are more engaged. Since the launch of our first EDI strategy, ‘All Great People’, in 2020, we have made significant progress in creating a workplace that allows our people to be their very best. We have seen a 61% increase in the number of women in our business, and there has also been a 17% increase in the number of Black, Asian and minority ethnic colleagues. Guided by our employee-led EDI forums and passionate teams, we are proud of the many initiatives we have implemented to support our people. In particular, we are supporting colleagues with traditionally difficult conversations such as baby loss and fertility, menopause, domestic violence, and burnout.

100.00 Gender

99% Target =

99.35 Ethnicity

97.62 Medical Condition

98.88 LGBTQIA+

92.15 Religion

71.07 Ex-Offender

71.12 Long-Term Unemployed

70.63 Veteran

Andrew Hansen CEO

FM Conway - Equity, Diversity & Inclusion Strategy | 5