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
- 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
- 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.
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
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
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
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.
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.
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
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.
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
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.