We are always working to shape a diverse and inclusive business which reflects the communities in which we operate and where everyone feels they belong and can thrive.


At Kier, we want to provide a working environment where everyone has their voice heard, and where the different viewpoints and experiences people bring can improve our business. Building a workplace where everyone belongs is not just morally and ethically the right thing to do, it will create a stronger and healthier workplace and business, and we are fully committed to doing this.

Diversity & inclusion roadmap

Our Diversity & Inclusion (‘D&I’) roadmap outlines what we want to achieve between now and 2026. We are continually assessing and reviewing the plan to ensure it is always progressing and can help us reach our aims.

Strategic objective

Provide a working environment where everyone has their voice heard. Where the different experiences people bring will make for a better business.

 

Why it is important

It is important that we reflect the diversity of the communities
we serve and our inclusive culture champions diversity of
thought, background and experience.

Targets

  • Our D&I roadmap outlines the D&I milestones we are aiming to achieve from now until FY26.
  • We continue to drive progress against this roadmap and
    regularly review the plan to ensure it meets the aims of the
    business; and
  • In the long term, our aim is to be a workplace where everyone
    belongs, and we truly believe that being an inclusive
    workplace is morally and ethically the right thing to do. We
    want to increase the amount of people we employ from
    under-represented groups and to improve our data reporting.

 

Progress in FY23

Employee networks

Our employee D&I networks act as a voice for people to share their experiences and highlight areas for change. They are a fundamental part of our D&I roadmap and comprise groups which are committed to creating a diverse and inclusive workplace through clear action plans.

Over 900 of our people are engaged with the networks and they continue to grow year on year, with a particular emphasis on driving inclusion across the business. Each network has at least one Executive Committee sponsor to ensure its action plans are heard and progressed at the highest levels of the business.

Our networks include:

  • the Kier Inclusion Network;
  • the Pride Network;
  • the Gender Inclusion Network;
  • the Racial Inclusion Network;
  • the Ability Network;
  • the Armed Forces Network and
  • the One World Network.

Policies

We continue to support the review and development of policies to ensure we are an inclusive business where people can bring their whole selves to work. In the past year we have reviewed and introduced policies or guidance such as:

  • Family-friendly policies – enhanced maternity leave, paternity leave, adoption, surrogacy, pregnancy loss policy; and
  • Gender expression and gender identity policies.

Prisoner employment

Kier was the first construction company to offer an apprenticeship to a serving prisoner on release on temporary licence (ROTL) and supported the change of law that allowed this to happen. Since July 2022 we have delivered over 20 engagement events in custody which have led to 19 ROTL placements and over 21 offers of employment to prison leavers with Kier or our direct supply chain partners.

Gender pay gap reporting

We are committed to long-term sustainable change as we look to encourage more women to join and thrive in our industry. We are committed to being transparent with  our gender pay gap reporting, the latest report is available to view here.

Title Document

Gender Pay Statement 2023

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Gender Pay Report 2022

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Title Document
Title Gender Pay Statement 2023
Document View
Title Gender Pay Report 2022
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Related pages

Sustainability at Kier
Sustainability at Kier
Responsible employer
Responsible employer
Pride of Kier
Pride of Kier