Strategy
Our Embracing Difference Strategy focuses on three pillars:
- Maintain an inclusive work-place culture
- Attract, retain and develop greater diversity
- Consider the diverse needs of our customers and communities
Our strategy focuses on three pillars
- Maintain an inclusive work-place culture: via our Affinity Groups, Ambassador networks and Inclusion calendar of events all informing our business policies and plans
- Attract, retain and develop greater diversity: being visible and vocal about our culture, reviewing the principles and process to which we recruit. Recruit to our representation targets.
- Consider the diverse needs of our customers and communities: ensure we provide services that are safe and suitable for all users by having everyone represented in our teams.
Taking Bolder Steps Together to reach our diversity targets
We encourage everyone at Amey to think about the power of difference and consider the role you can play to help us broaden the diversity of our workforce and achieve our targets which are:
- By 2023 we aim to have a gender and multiculturalism improvement plan in place and achieve 50% female representation on our Early Careers programmes
- By 2025 we aim to achieve 33% female representation and 10% multicultural representation across Amey. Plus maintain 50% female presentation on our Early Careers programmes
- By 2030 we aim to achieve 40% female representation and 15% multicultural representation across Amey.
Update your diversity data on ESS
When you join Amey you are asked to share personal information, which you can view and update on ESS. However, approximately 35% of Amey employees have an incomplete diversity dataset.
We would like all our employees to share their diversity data so we can tailor the support we provide to all our employee’s requirements and needs.
This data also enables the business to monitor progress against our Bolder Steps commitments and ensure our inclusion plans and objectives are reasonable and achievable. As a business we are asked by our clients to track the diversity of our teams and our supply chain annually and we are measured on the quality and completeness of the dataset.
Please, check the diversity data held for you on ESS is correct and fully complete, if not please consider updating your records as you feel comfortable, a ‘Prefer Not to Say’ option is always available.
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