Our staff

Around the world, events for Mott MacDonald's graduates and young professionals offer the opportunity to build friendships, develop knowledge and get to know senior managers in an informal settingIn the face of continuing tough economic conditions, our strategy of diversification by geography, sector and discipline has protected Mott MacDonald and its people overall.

Our ambition is that people should be able to pursue a long and rewarding career with Mott MacDonald. In pursuit of this goal, we undertake to:

• Engage openly with colleagues
• Protect the safety and wellbeing of all
• Judge each person solely on merit
• Encourage and enable people to achieve their full potential
• Impartially link reward to overall Group performance and provide a minimum level of key benefits for all

Independent and employee-owned

Mott MacDonald is wholly owned by its employees and is cash positive. This enables us to take a long-term view of our business, focusing on what is best for the company, our customers and our staff, rather than answering to external investors or lenders.

Our ownership model is consistent across the globe. Everything we earn is returned to the people who work for us through performance related pay and shareholding. Profit related pay is the same for staff worldwide, emphasising that Mott MacDonald is an integrated global company, with shared responsibilities and rewards. Remaining independent and internally owned is a fundamental commitment.

Promoting equality and diversity

Our people reflect the ethnic and cultural makeup of the countries we work in. We recruit female employees at well above industry norms. An external audit of our UK business in 2011 was complimentary about our approach to inclusion.

Our core value of Respect forms the basis of a Groupwide behavioural standard and in 2011 we introduced mandatory diversity awareness training. Globally, we are committed to creating a fair and equitable working environment built on core rights contained in the International Labour Organisation conventions and the International Declaration of Human Rights.

Providing flexibility

We seek to assist individuals in balancing demands of their work and home lives by enabling some flexibility in working patterns. In the UK our benefits package can be tailored by each individual to their changing needs over the course of their working life.

Supporting personal and professional development

Globally we are committed to equality of opportunity and reward. We have developed and continue to evolve a suite of training and development programmes to help our staff all the way through their careers with the company. We also provide scholarships supporting staff wishing to pursue postgraduate study – 13 were awarded in 2010.

Graduate development

O ur award-winning online portal, upGRADe, assists our graduates in gaining professional qualification in their chosen fields. It was extended to our Singapore office in 2010. Graduate induction events are now held in Africa, Asia Pacific, Australasia, Europe and North America.

Helping young professionals and managers

Our three year Horizons programme helps newly qualified professionals appreciate the diversity of opportunity within the Group, while developing their abilities to pursue their chosen career. In the last three years, turnover among staff participating in Horizons has been two thirds lower than among peers who have not been through the process. Navigator is an 18 month programme for mid-career managers who are now taking responsibility for managing larger teams of people. Its aim is to deliver ‘better people, managing people better’. Both programmes are run jointly with leading academic partners in each of their regions of operation. They are in their fourth year in the UK, in the second year in North America, and we plan to roll out local versions in other regional centres.

New qualifications

I n 2010 we led a consortium of engineering firms to launch the UK’s first advanced apprenticeship in civil engineering. The apprenticeship is growing, with more places being created and new academic partners joining in.

Open, accessible learning

From anywhere in the world, staff can choose from nearly 100 courses available via our intranet portal, LearningPoint. Mandatory training has been produced in 12 languages. To overcome geographical barriers, we have become leaders in the field of virtual classroom technology, enabling people to experience face-to-face training online from anywhere with an internet connection. One of the initiatives in this area is a new series of virtual seminars led by our Board members, which enable new senior managers to become familiar with our culture and ways of working. Key courses on diversity and sustainability were added in 2010.

Strengthening communication

English is increasingly the language of international business. It is the common platform for communication across Mott MacDonald. Among the most popular of our online courses is ‘Global English’, providing a foundation in business English. Courses for native and non-native English speakers in improving written English skills were launched in early 2010. In the UK we provide support for staff with dyslexia through the National Dyslexia Association.

Knowledge sharing

A ll our offices have busy schedules of training, lectures and seminars. Many organise conferences attended by staff, sub-consultants and customers. Our innovative global staff directory and discussion groups allow people to quickly find others with the expertise and experience to help them solve specific technical or professional queries.

Seeking continual improvement

Staff turnover across the Group is lower than local averages, indicating progression of our goal to be the employer of choice. We regularly consult employee groups and conduct an annual confidential worldwide staff survey. Findings help us to prioritise funding, develop new welfare strategies and tackle specific local weaknesses.

Goals for 2010/11

Maintain and improve availability and quality of training. Improve the quality of data from diversity monitoring across the Group. Carry out staff surveys and act on the results. Further improve attractiveness of Mott MacDonald as the employer of choice. Be aware of the Group’s cultural and linguistic diversity and act to assure inclusion and integration.

Commentary

We continue to invest in learning and development, with our flagship Horizons programme for young professionals delivering a 66% reduction in staff turnover. All of our mandatory training courses are available online in 12 languages. Two external awards indicate that we are still the leading employer in our field in key markets. We have introduced mandatory diversity training for UK staff.

Goals for 2011/12

Continue extending access to training. Carry out staff surveys and act on the results. Progress Mott MacDonald as the leading employer in its field. Be aware of the Group’s cultural and linguistic diversity and act to assure inclusion and integration.