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.
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 milestones we are aiming to achieve from now until FY30
We continue to drive progress against this roadmap and regularly review the plan to ensure it meets the aims of the business
In the long term, our aim is to be a workplace where everyone belongs, 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 improve our data reporting.
See what we've achieved so far
To see some of the work we've already completed to achieve our strategic objective, you can view our D&I Success Timelines, these timelines provide an overview of what we've achieved against our previous D&I Roadmaps.
Inclusion networks
Our inclusion networks act as a safe-space 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 1,200 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 two senior sponsors to ensure it's action plans are heard and progressed at the highest level of the business.
Our networks include:
The Kier Inclusion Network (and the Menopause Cafe and Later Careers Community)
The Pride Network
The Gender Alliance Inclusion Network (and the Working Families Community)
The Racial Inclusion Network
The Kier Inclusion for Neurodiversity and Disability Network
The Armed Forces Network
The One World Network
Expect Respect
At Kier, we're committed to creating an environment where everyone can have their voice heard and fulfil their potential. We know this is not just good for business - it's the right thing to do. Our Expect Respect campaign is embedded in all areas of our business as the key framework to help our people understand our expectations when it comes to using inclusive language, reporting anything that makes them feel uncomfortable and our zero tolerance approach to discrimination.
Our colleagues can participate in our Expect Respect boardgame as a way to help educate and inform themselves in a dynamic and interesting way on D&I subjects whilst learning more about Kier and our policies.
We also have 5 Respect Basics, core principles that everyone who works for us should follow.
If you want to learn more about Expect Respect at Kier, watch this short video from our Chief Executive Officer, Stuart Togwell.
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 ā enhanced maternity leave, paternity leave, adoption, surrogacy, pregnancy loss policy
Gender expression and gender identity policies
Prisoner employment
Kier's Making Ground programme focuses on the engagement and employment of people with lived experience of the criminal justice system. Working alongside our clients and supply-chain partners we have been supporting prison engagement events, release on temporary licence (ROTL) and employment upon release since the programmes launch in 2013.
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.
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