Our commitment to equality, diversity and inclusion (EDI) runs right through our entire employee experience. We work to ensure our processes level the playing field for everyone so we can attract, motivate, develop, and retain the best talent.
Our global EDI policy applies to all the locations in which we work and is available here.
We promote an inclusive workplace environment where people can bring their full selves to work and we work hard to ensure everyone is offered equality of opportunity to achieve their full potential. We have taken action to ensure that all decisions we make relating to employment practices are objective, free from bias and based solely upon work criteria and individual skills and potential.
We’ve already achieved a lot, such as:
- Launching a series of goals to embed, sustain and further improve diversity amongst our employees. Part of our UK EDI action plan for 2017-2018, the goals have been established to increase diversity at all levels.
- Delivering unconscious bias training for recruitment staff and managers with a new e-learning module set for release Group-wide and embedded in our induction program.
- Building employee networks including specific disability, gender, LGBT+, race and parents and carers networks, to provide a sense of community and support diverse talent in our business. Each group has a champion, resource and agreed action plan.
- Signing up to the UK government's Disability Confident employer scheme, this means our job adverts are accessible (see information about applying online below), we regularly review our recruitment processes, and offer interviews to disabled people who meet core role requirements.
- Actively collaborating with external organisations to support our EDI efforts including Women in Science and Engineering (WISE), Business in the Community’s Race at Work campaign, Stonewall, and the Business Disability Forum.
- Hosting several peer learning forums with these groups on EDI in Engineering, Engaging Majority Champions of Inclusion and Race Equality in Engineering.
- Developing a toolkit on 'S.M.A.R.T. Working' to support managers in implementing flexible and agile working across the company.
- Winning multiple awards for our EDI efforts, including New Civil Engineer’s Diversity Champion of the Year 2016, ranking 17th in the Top 50 Inclusive UK Employers list 2016 and winning the 2017 Chartered Institution of Highways and Transportation Diversity and Inclusion Award 2017.
- Sponsored the video series ‘What’s it Like?’ which was filmed and produced by us on behalf of InterEngineering, an LGBT networking group, to mark the start of LGBT History Month and launched at the Royal Academy of Engineering (RAEng).
If you’d like to learn more, you can view information of our UK goals, our summary presentation and annual report on this page.
Getting a role at Mott MacDonald
See below for information about some of the support available to our applicants. If you’re interested in a career with us and have specific requirements you want to discuss, please get in touch, we’re keen to explore how we can best engage and support you. You can contact us on email@example.com or call us on +44 (0)208 774 2336.
All our current vacancies are advertised on our website and the job description will tell you about the essential requirements for the job, such as necessary experience and qualifications you’ll need. We have also partnered with Vercida, the UK’s largest diversity and inclusion focused careers site, which provides a fully accessible website platform. You can view our jobs on this site here.
If you need information about our current vacancies in an alternative format, contact us and we’ll do our best to sort it out for you.
Please be advised that we ask for diversity data during the online application process for positions based in the UK, Northern Ireland, and the US. This data provides us with information on the level of diversity within our applicants which gives us the basis for developing strategies intended to further increase the level of diversity and measures that will reflect the impact of our strategies on our workforce diversity. The information supplied is not used during the recruitment process and remains anonymous so we would encourage you to supply information where you feel comfortable but it is not mandatory to disclose this information to us.
If you're invited to an interview with us we’ll ask you if you need us to make arrangements such as making sure a parking space will be available or allowing extra time for work based exercises. We ask this when we confirm the details of the interview including the date and time, location, and who you will be meeting. Please let the member of our recruitment team know how we can help you as soon as possible and we should have more than enough time to discuss any adjustments or adaptations you might need.
Getting the job
We have a global onboarding and induction process to help you on your way to becoming an employee. This includes an online onboarding portal which you can access before you join to complete our Welcome to Mott MacDonald modules. You are also assigned a buddy, and your line manager will be in contact with you before you start with us. It is incredibly important to us that our line managers understand what needs people have and why, so they have the information they need in order to best support you. They may want to arrange to meet you before you start so they can chat to you about any requirements or adjustments.
We aim to give our candidates a world-class experience by treating everyone with honesty, fairness, and respect. To monitor and track our progress, with anonymised data informing positive actions, we survey candidates throughout our recruitment process, and new hires, to check how we are performing in terms of your experience and to understand any opportunities for improvement. Find out more about our vision and values here.
Thank you for taking the time to find out more about this important subject. Start your search for roles at Mott MacDonald here.