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IMI plc
Our performance and the success of our businesses rely heavily
on our employees, who are one of our key assets. To ensure that
we harness IMI’s full potential we must recruit the best people
who have excellent relevant skills and provide themwith a
working environment within which they can develop and
be fully engaged.
During 2014 we further developed and enhanced our core
framework of people processes. We have introduced and
mandated a consistent global performance management
process, which will help bind all our key Human Resources
processes; including recruitment, people development,
succession planning, induction and reward. This new process,
which will enable us to manage more effectively and consistently
the performance of our teams and businesses, was introduced
in response to feedback provided through the 2013 Employee
Survey, which highlighted the need for regular performance
reviews and open feedback.
Also in response to employees’ requests for clearer and more
open reward processes and frameworks, we have established
a formal management committee, made-up of representatives
from across the Group, to review our management
remuneration practices on a regular basis.
Extensive consultation was undertaken by employees across
the Group to further enhance the IMI Way and our values.
As a result, we have incorporated the fourth value of collaboration
as we know this is crucial to the overall success of the Group.
We are also evolving our IMI Way behavioural framework
which will be embedded into all our key people processes
during the course of 2015.
Corporate Responsibility
Our people
Diversity and inclusion
We aim to recruit the very best
people to help us deliver our
strategic objectives and to reflect
the diverse global footprint of our
locations, customers and markets.
We are committed to ensuring that
employees are treated fairly in an
environment which is free from any
form of discrimination on the grounds
of age, religion, race, sex, disability,
gender reassignment, marriage/civil
partnership, pregnancy and maternity
and sexual orientation.
During 2014 we revised our Diversity
and Inclusion policy, further details of
which are contained in the Nominations
Committee Report on pages 55 and 56.
We also continued to track our progress
in terms of gender diversity.
In 2014 30% of our graduates were
female (a slight decline from 2013
where the number was 36%) and
we will continue to focus our efforts
to recruit more diverse international
business leaders across the Group.
