Diversity and inclusion

In order to build our reputation as a good employer and attract candidates from the widest talent pools, countries and regions adopt different approaches to diversity, reaching out to recruit from under-represented groups in their businesses. In North America, the recruitment of veterans who bring relevant skills and an inherent understanding of security risks continues, whilst in the UK our businesses are some of the few in the security sector to have been awarded Disability Confident level 2 status as a result of their commitment to identify and remove barriers which impact on the employment of people with disabilities.

To harness our great diversity and enable all our employees to realise their potential, we encourage our businesses to create inclusive working environments. Tools including online cultural awareness training and cultural calendars are available to employees, and we encourage colleagues to seek, acknowledge and value differences. Robust policies are in place, which make it clear that we do not tolerate any form of discrimination. If employees believe they are unfairly treated we offer multiple channels for raising concerns, including our global reporting hotline, Speak Out.

With scope to access the perspectives and experience of employees in over 90 countries we rarely struggle for ideas. Diversity of thinking helps us innovate and stay ahead in the marketplace, creating long-term value for all our stakeholders. Ensuring everyone can contribute to their full potential is therefore a key area of focus. In line with our diversity and inclusion strategy and commitments in the UK gender pay gap report, we have been conducting employee research into barriers, both perceived and real, that impact our ability to develop a more diverse workforce and a more inclusive workplace. Our plans for 2019 will be shaped by the research findings. In the meantime, we have developed recruitment case studies to showcase the diverse career opportunities and to challenge the stereotypical views of the industry. We have also aligned our recruitment suppliers with our aims by ensuring they are reaching out to more diverse talent pools and providing shortlists of diverse candidates.

The Group’s diversity metrics are reviewed regularly, and we take the opportunity to reach out to under-represented groups through our recruitment at all levels. Whilst security continues to be seen as a less attractive career opportunity for women, we are making progress in other areas of diversity. For example, we continue to receive recognition for the employment opportunities offered to military and law enforcement veterans.