Introduction
Ben Dorks
Chief Executive Officer
Message from Ben:
We are a company that supports organizations to make the world a safer place, and for us that starts by creating an environment where everyone feels comfortable to be themselves, to be confident in who they are, and who they want to be.
Our dedication to fostering an inclusive and supportive environment is reflected in the progress we have made in addressing the gender pay gap. This report outlines the difference between the average hourly earnings of men and women across our organization, as well as the steps we are taking to address any disparities.
We are proud of the progress we have made, which has seen our mean gender pay gap improve, and the number of women in the upper pay quartile increase. This positive change is a direct result of many initiatives including our robust and inclusive recruitment and development practices, which ensure that all our colleagues have equal opportunities to advance and succeed.
We believe that diversity, equity and inclusion are not just buzzwords, but essential components of a thriving workplace. While we celebrate these achievements, we recognize there is still work to be done. We remain committed to addressing the gender pay gap within our industry and will continue to implement initiatives that promote equality and fairness for all.
I can confirm that our data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) regulations 2017.
- Ben
Louise Tommasi
Chief People Officer
Message from Louise:
As the Chief People Officer, I'm pleased to reflect on some of the great progress we have made in the last 12 months as a People team and as a wider business, in what feels like the biggest step we have made.
This report shares stories about our DEI strategy launch event, where our whole business took time out to celebrate and become more curious about diversity, equity and inclusion. We listened to inspirational speakers, attended awareness workshops and voted for our executive DEI sponsor in an anonymous nomination process that removed any bias in the true spirit of DEI.
I’m also pleased to share that as part of a series of Employee Resource Groups launched this year, we have a Women in Ideagen Network that will drive gender parity awareness across the globe, and we have pledged specific additional support for women in India, where gender gaps are most prominent.
From a growth perspective, we have launched the ‘year for your career’ that incorporates a revamp of our leadership development programs, development pathways and a skills-based approach to learning and career progression.
We have recently launched our enhanced family friendly policy that not only supports parents financially when on leave but also supports colleagues to have a successful career alongside being a great parent, as these two things should not be mutually exclusive.
We are committed to continuous improvement, and we will continue to listen to our colleagues, customers, and partners, and take action to address any issues that arise. We believe that by working together, we can create a workplace that is truly diverse, equitable and inclusive.
- Louise