The policy is designed to take a broad approach to diversity
and inclusion in order to reflect the UK legislative framework
of the Equality Act 2010. IMI is committed to being compliant
with the local legal and best practice frameworks in the
countries in which it operates and therefore the application
of the Diversity and Inclusion Policy will reflect the legal
context in the jurisdictions in which it is applied.
We are committed to ensuring that all employees and workers
are treated fairly in an environment which is free from any form
of discrimination with regard to the nine protected
characteristics outlined in the Equality Act 2010, which are age,
religion, race, sex, disability, gender reassignment, marriage/civil
partnership, pregnancy and maternity and sexual orientation.
Our policy is to recruit the very best people to execute our
strategic priorities and to reflect the diverse nature of the global
footprint of the business, reflecting the location of our customers
and markets. We will continue to seek a diverse pool of the
best quality candidates to draw from, both internally and when
recruiting externally, to maximise the continuing effectiveness
of the Company. In line with our recruitment practices, the
Group produces diverse shortlists for internal and external
vacancies and specifically requests this of external providers,
with the aim of encouraging and promoting diversity.
At the same time, the Committee has agreed to measure
progress on diversity metrics including gender and nationality
mix although specific targets have not been set. In 2014 the mix
of male and female employees across the Group was as follows:
As part of the Performance Management process in 2015,
each Divisional Managing Director will agree objectives aimed
at improving diversity in their area and our Executive Committee
will undertake a training session on diversity and inclusion.
The Committee reviewed its own performance and terms of
reference and received positive feedback from the externally
facilitated evaluation exercise carried out in respect of the Board
and each of its committees. The Committee approved the
foregoing report on its work.
Yours faithfully
Roberto Quarta
Chairman of the Nominations Committee
26 February 2015
All
Employees
Managers
Senior
Managers
Board
Directors
Female
3,308
222
99
2
Female %
26
19
16
20
Male
9,221
963
504
8
Male %
74
81
84
80
Nominations Committee Report (cont’d)
56
IMI plc
