Diversity & Inclusion

"To build our business for the future, we need the best team – a diverse mix of people and skills, where different ideas can grow, and where everyone can succeed. Our ambition to reflect the full diversity of the communities in which we operate and trade is therefore essential - but we also recognise that creating true diversity is challenging and building an inclusive culture is a continuous journey."

- Andrew Heath, Chief Executive

2021

17%

2022

20%

2023

29%

TARGET
40% women in senior leadership by 2030

Gender Diversity In Senior Leadership

Our ambition is that at least 40% of our senior leadership population will be women by 2030. Our ambition extends beyond gender diversity and we are currently recognise that creating true diversity is challenging and building an inclusive culture is a continuous journey.

2021

30%

2022

33%

2023

40%

TARGET
40% women on the board by 2025

Gender Diversity On the Board

In 2023, we reached the milestone of 40% of our Board being comprised of women, reflecting the target set by the FTSE Women Leaders’ review. This year we also made good progress in improving gender diversity in our senior leadership population, attracting, promoting and retaining more diverse talent.

Ethnic Diversity - Our Commitment

We recognise the importance of developing ethnic diversity, and wider forms of representation, across our leadership population and wider workforce. In 2024, we launched the Group’s Count Me In campaign in the UK and US to encourage all employees to voluntarily share their ethnicity to allow us to better understand the diversity of our workforce and to allow us to design appropriate steps to ensure that we truly reflect the diversity of the communities in which we operate. With employees in over 30 countries, our ambition is to ensure that our leadership community fully reflects and represents our employee base and the geographies in which we operate.

Building a culture of belonging

25 x 25 Initiative

We are proud to have joined 25x25, an initiative designed to tackle gender-imbalance at senior executive levels. Its target is simple: 25 women CEOs in the FTSE100 by 2025 and 25% of the FTSE thereafter, with an aim of increasing the overall number of women CEOs in UK business. By working with our peers, we aim to drive positive change within Spectris, across our industry, and through the entire business community.

Developing Inclusion Groups

HBK have launched multiple employee-led Inclusion Groups, alongside a Global Council, which ensures that our employees voices are heard and reflected in how we conduct business with our colleagues, customers and stakeholders. The Inclusion Groups are focused around any concept, provided the aim/aspiration is to improve the sense of belonging for those represented. This approach is being replicated in the scientific division.

In my shoes - leadership activity

We are evolving our culture to encourage a mindset and behavioural shift on inclusion and belonging at all levels of our organisation. Beginning with the rollout of the PwC immersive virtual reality experience, ‘In My Shoes’, to the global senior leadership population and head office employees. We have developed a programme of work to ensure that we build a future-focused inclusive organisation where every employee can feel that they belong.

Code of Business Ethics

Our ambition to build a more diverse company and a more inclusive culture is underpinned by the commitments set out in our Code of Business Ethics. We have a zero-tolerance policy in place for any form of discrimination or harassment and we are committed to embracing diversity and inclusion across the Group. We aim to provide equal opportunity in recruitment, career development, promotion, training and reward for all employees – regardless of ethnicity, national origin and religion..

Board Diversity Policy

The Board is committed to further promoting diversity and inclusiveness of all kinds throughout the Group, regardless of geography, nationality, country of origin or cultural background. The Board agrees that diversity, which should be construed in its broadest sense and includes gender and ethnic diversity, is an important factor in Board effectiveness.

The Group is a supportive participant of the Hampton-Alexander Review and is committed to maintaining a diverse Board and Executive Committee composition and will continue to focus on improving diversity and inclusion within the senior management population and throughout the Group. The Group is a supportive participant of the FTSE Women Leaders Review and the Parker Review and is committed to maintaining a diverse Board and Executive Committee composition and will continue to focus on improving diversity and inclusion within the leadership population and throughout the Group.

Board Diversity Policy

Approved by the Board: December 2023