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18 May 2017

Mott MacDonald launches goals to advance employee equality, diversity and inclusion

Mott MacDonald has launched a series of goals to embed, sustain and further improve diversity amongst its employees. Part of the consultancy’s UK equality, diversity and inclusion (EDI) action plan for 2017-2018, the goals have been established in order to increase diversity at all levels.

The goals set out are based on analysis of employee metrics and wider demographic trends, combined with feedback from employee engagement surveys and focus groups. The results will be used to monitor representation of candidates and staff by gender, gender identity, race, disability and sexual orientation. Mott MacDonald’s EDI team will then use this information to report quarterly to the consultancy’s regional executive board and its award-winning Advance employee network. These reports will focus on staff representation at apprentice, graduate, management and leadership levels, in the key action areas of attract and recruit, retain and engage and develop and progress.

James Harris, Mott MacDonald’s managing director for the UK and Europe, said: “An inclusive workplace is key to our collaborative culture and to meeting the needs of our clients, suppliers and customers. By committing to measurable goals, we’re demonstrating our ambition to drive diversity as being central to how we do business. We are determined to attract and engage the best people, with meritocracy recognising a true diversity of talent.”

Business in the Community’s race equality director, Sandra Kerr OBE, commented: “It is excellent to see Mott MacDonald championing EDI and making clear commitments to increasing the diversity of its staff at all levels of its business. This is positive news for the engineering and construction sectors.”

Darren Towers, executive director of business development at Stonewall, added: “Setting clear goals for LGBT representation at work enables organisations to better track progress on inclusion and identify where more work needs to be done. It helps attract and retain LGBT staff and, if they’re not, address why this might be. It’s great to see Mott MacDonald make this a priority, which will no doubt help both its current and future LGBT employees feel more confident, satisfied and valued at work.”

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