Sustainability report 2009
Managing a diverse workforce
We want our employees to have the opportunities to grow and maximise their potential within the Group, irrespective of age, gender, ethnic background, colour, disability, sexual orientation or religion. We do this not only because it is right, but also because many of our customers require it of us and many of our stakeholders look to us to take a lead. The wider the talent pool, the greater the experience and expertise we have to draw upon.
Why it matters to us
We want to maintain an environment where diversity is valued. We need to be responsive to the needs of our employees, customers and the community at large and regularly review our policies to make sure they are legally compliant. Cultures, ethnicity, education levels and use of language vary considerably across the Group. Embracing this diversity can help us to appeal to a wider range of customers, suppliers and local people within the communities in which we operate.
Our approach
We are committed to:
- Providing equal opportunities for all
- Maintaining a supportive work environment free for discrimination, harassment, victimisation and bullying
- Complying with all employment laws
- Hiring the best-qualified people
- Promoting talent on the basis of merit
Our code of conduct gives guidance for us all on these commitments.
Our businesses already do much to celebrate individual differences, and our Group equal opportunity and diversity policy makes clear that discrimination of any kind is not tolerated. Many of our customers recognise the importance of a diverse workforce, and so, in order to maintain our market competitiveness, we need to continue to address this issue.
Our work to extend the East London Line, in joint venture, included customer-led diversity standards. We have since adapted these standards and worked with external consultants to produce an independently-accredited course and model of best practice. This "respect for people" training has been rolled-out across our roads and bridges contracts within our UK civil engineering business.
We are a Tier 1 supplier to the Olympic Delivery Authority (ODA) and received an award from the ODA for the contractor who had contributed the most to diversity and inclusion on the Olympic Park in 2009.
Our values programme is being rolled-out across all of our businesses across the world helping to support a unified culture.
Statistics
Engineering, one of our core businesses, is largely a male-dominated profession. Across the Group, 29% of our staff are female (28% in 2008). Including operatives, 23% of our workforce are female.
7% employees are from an ethnic minority in the UK (6.4% in 2008) and 17% are non-white across the Group.
Management of migrant workers and local employment
The Group now operates in over 100 countries. We recognise that some of these countries do not have the same laws or standards of living as in the UK. Our joint venture company, Gammon Construction, in Hong Kong has over 3,000 employees and, in Dubai, Dutco Balfour Beatty employs approximately 11,000 hourly-paid people in the UAE.
Parsons Brinckerhoff works in a large number of countries. To help manage this diversity they have a number of diversity training programmes and a diversity oversight committee comprised of senior professionals who oversee and develop its diversity strategy. We expect that during 2010 both businesses will learn from each other about continuing to manage and promote a diverse workforce.
What’s next?
Through our 2012 sustainability expectations we are committed to:
- Continuing to measure, benchmark and review our diversity performance across our businesses
- Involve at least 90% of staff employees in annual appraisals of their performance
- Conduct exit interviews for at least 90% of leavers so we can better understand the reasons why people leave Balfour Beatty and implement measures to improve retention further still
