DEI is part of our purpose
Our ways of working are inclusive
We feel included and valued everyday
We bring diverse talent into and through our company
Our targets for 2025
We achieved our first gender targets for representation of women at Board and senior leadership in 2020 (both targets were 33%), and built on this progress with new targets from January 2021, including an ethnicity target for the first time.
|Position at 31 December 2022||2025 Target|
|Gender||plc Board||45% women||40% women | 40% men | 20% any gender|
|Gender||Senior leadership||39% women||40% women | 40% men | 20% any gender|
|Gender||Global workforce||43% women||50% women (+/-3%)|
|Ethnicity||plc Board||9% (1 director) ethnic minority||18% (or +1 director) ethnic minority|
We have structured our 2025 targets in this way for a number of reasons:
- To line up with our external engagement approach and voting standards (PDF)
- To ensure we maintain our policy of always appointing the best person for a role
- To recognise that gender is not limited to male and female identities
- The Sir John Parker Review (2017) recommended all FTSE 100 companies to have at least one director who identifies as ethnic minority by 2021, and all FTSE 250 companies to do the same by 2024. Since 2019 we have met this recommendation and have set our own target for an additional director by 2025.
Our approach to addressing ethnic minority under-representation.