Create inclusive workplaces and diverse workforces

To continue delivering great service, our people need to reflect the communities we serve. At Amey we are committed to ensuring everyone has access to the same opportunities and treating everyone equally, fairly and respectfully. We all win when everyone who works for or with Amey brings their unique self to work, when we bring out the best in each other, when every talent is used and every voice is heard.

Embracing difference

We’ve made some great progress, but we recognise we need to do more.  This year we launched a new framework to help us shape our inclusion strategy, ‘Embracing Difference’. We're all different and we should embrace our differences to achieve the best possible results for individuals as one united team. Our goal each day is for every one of our people to be valued, included and able to perform at their best; for our business, our people, our clients and the communities we serve.

To achieve this, we have set three core objectives, to:

  1. Create an inclusive workplace culture
  2. Attract, retain and develop greater diversity
  3. Consider the diverse needs of our customers and communities

We believe inclusion is not just accepting people for who they are, but it's about showing respect and making adjustments to help people and remove barriers. It's about making sure everyone experiences a culture at work where they can be comfortable and confident to be themselves, where they feels valued and also empowered to add value. 

Words without action are not enough. Throughout the year we've shown through our actions that we embrace difference:

  • We introduced a new network of Inclusion Ambassadors. The 45 ambassadors are positive role models who promote inclusion for all employees throughout Amey and are enthusiastic about creating change in the way we think and act about difference in the workplace. We are training our ambassadors on the different aspects of inclusion and empowering them to spread the inclusion message. 
  • We marked National Inclusion Week, supporting the #EachOneReachOne campaign. Take a look at the #EachOneReachOne conversations Allan Shanks, HSEQ Director and Jayne Bowie, Legal Counsel
  • We run webinars and sessions to help employees improve their understanding of privilege and the different types of bias and inequalities in the workplace, crucial to changing behaviours and tackling issues. 
  • Our Women@Amey Leadership programme provides participants with the tools and confidence to lead and drive their own careers. Since the 18-month programme began in 2019, we have seen 64% of participants take a lateral or promotional move within the organisation.For our latest Gender Pay Gap report please visit https://www.amey.co.uk/about-us/policies-and-reports/

Our Affinity Groups

We have established and support the following Affinity Groups to help shape our activity:

  • Women@Amey; created in 2016 to promote gender inclusion through attracting, supporting, developing and retaining women at all stages of their career. Women@Amey is a virtual group of over 400 employees based on Yammer and open for all employees to join
  • PRIDE; this network aims to build an environment that's safe for and inclusive of lesbian, gay, bi, and trans people and their allies. The group takes part in Pride events across the UK and hosts online social and learning events
  • Multicultural; brings together multicultural colleagues to promote and educate on the diversity of cultures across the business. We re-affirmed our support and signatory to the BitC Race at Work Charter
  • Armed Forces; brings together those that are keen to support and promote the interests of the service community including both former and current members of the Armed Forces, families and military charities. The network supports us to deliver on our commitment to the Armed Forces Corporate Covenant and provides opportunities for mentoring, buddying, fundraising, veteran recruitment and input into what we can do to be an Armed Forces-friendly organisation
  • Neurodiversity; the aim of this network is to create a safe space for employees who identify as neurodiverse or have been diagnosed with neurological conditions (such as ADHD, Autism Spectrum Condition, Dyslexia), to contact like-minded individuals at Amey.