Inclusive recruitment at Mott MacDonald

EDI is at the heart of our culture and informs everything that we do.

When our teams are diverse, we can better understand and meet the needs of our clients and communities across the world. The more inclusive and equitable our workplaces, the more our learning, innovation and excellence can flourish.

It's all about realising our purpose, leading by example in our sector, and becoming known for being an open, welcoming inclusive workplace.

How we support inclusion at work

Working at Mott MacDonald gives you access to various lifestyle and support programme benefits to help you in your role and with everyday life.

01

Agile working

Agile and flexible working that supports positive work-life balance – because life is not 9-5.

02

Parental leave

Enhanced parental leave policies for parents and carer givers – e.g., 26 weeks maternity/shared parental leave full pay.

03

Employee wellbeing

Mental health and wellness support.

04

Empowering you to be your best

Learning and career growth opportunities that support individual needs and help meet our EDI aspirations.

05

United by our ambitions

Our EDI Advance employee networks help support inclusion in the workplace.

Recruiting with inclusion in mind

We want to attract diversity of thinking and talents within Mott MacDonald and we believe that candidates should be given the opportunity to be their best selves straight from the application and interview process. This is why we have embedded inclusion throughout recruitment. For example:

Supporting our hiring managers: hiring managers receive inclusive recruitment training and we encourage the use of diverse interview panels.
Inclusive language: gender decoders are used in our job adverts to ensure that the language is gender neutral and inclusive.
Supporting you: we provide reasonable adjustments for applicants who need support at application or/and at interview.
Focusing on skills, not just qualifications: we have removed unnecessary qualification criteria from job roles.
Welcoming returners: We run returner programmes aimed at encouraging individuals who have taken a career break, back into the industry.
Partnerships: we work with diverse attraction partners to ensure we reach under-represented talent and to support inclusion at work, such as MyGWork, Flexa, Association for Black and Minority Ethnic Engineers, the Business Disability Forum and Stonewall.

Since joining the network, I have been able to assist organisational change through a range of improvements led by Advancing Race and Culture (ARC). Some of these achievements include: our response to the Black Lives Matter movement – the publication of our Ethnicity Pay Gap Report – and greater collaboration with external charities and companies to offer mentoring and training for staff and the wider community.

Alvin
Advancing Race and Culture

Joining the network was important to me for several reasons. I have a young son, and I was also a carer for my late father – an experience that reminded me of the challenges carers We run Returner programmes aimed at encouraging individual who have taken a career break back into the industry We work with diverse attraction partners to ensure we reach under-represented talent and to support inclusion at work, such as MyGWork, Flexa, Association for Black and Minority Ethnic Engineers, the Business Disability Forum and Stonewall often face when they are on their own. Sunshine advocates for an inclusive work environment in which all our people are valued and supported to balance their work with parental and caring responsibilities – enabling them to realise their full career potential. I am proud of the work the network is delivering, from supporting policy development to organising webinars for parents and carers.

Jenny
Sunshine Parents and Carers