Diversity in Maritime Annual Report 2021

18 - Diversity in Maritime Annual Report
Diversity in Maritime Annual Report - 19
Charter profiles
Forth Ports Ltd
GAC Services (UK) Ltd - GAC UK
Hutchison Ports UK
Improved our recruitment processes – advertise all
vacancies externally, introduced anonymised applications,
Implementation lead
Implementation lead
Implementation lead
focus on transferable skills, updated advertising to
Catherine Ilett
Laura Grizzell
Lauren Singleton
encourage applicants to talk about flexible working
Statement on Diversity
Statement on Diversity
Statement on Diversity
Our key aims for the next stages of our plan to improve
and Inclusion
and Inclusion
and Inclusion
diversity and inclusion:
Work towards attaining ‘Disability Confident Employer’
Forth Ports is committed to promoting fairness,
GAC UK is passionate about being an inclusive
At Hutchison Ports UK (HPUK) diversity and inclusion is a
status to improve possibilities for disabled candidates to
equality and inclusion in the work place and strives
employer and working within an industry which
fundamental part of our ethics. Our aim is to make HPUK
work at HPUK
to be a place where everyone can be themselves and
understands and cares about the issues facing all
a business that people are excited to join, and proud to be a
Continue to improve our selection processes – introduce
achieve their potential. Our aim is to have a diverse
sectors of society and does all it can to make both
part of. We encourage diversity, and are working hard to
unconscious bias training and diverse interview panels
and talented workforce so we can be responsive to
our workplaces and the wider industry accessible
create a diverse and inclusive environment that represents
through an Interview Champion Network
our customer and believe that by encouraging diversity
to all. We joined the Diversity in Maritime Charter
the local populations within which we reside. We recognise
Introduce apprenticeship opportunities across HPUK
we improve the effectiveness of the workforce within
to underline our commitment to take tangible
that our people are our strongest asset and that the success
Develop flexible shift patterns for operatives to support
the Industry.
steps to optimise the diversity within our
of our organisation relies on the skills and efforts of our
working parents
organisation, resulting in positive change for the
workforce.
Map out career pathways for Engineering and Operational roles
We seek to actively support the attraction,
benefit of all. We are committed to encouraging
Introduce Talent Assessment Centre and supporting
development, promotion and reward of all employees
our people and partners to celebrate diversity
Action Plan
development programme
on merit to provide a supportive and inclusive working
and to continually review their personal and
Expansion of Mentoring programme
environment and industry
professional actions and behaviour with regards to
Our action plan sets out our aims to create a more diverse
Review of Flexible Benefits proposition
matters of equality.
and inclusive environment for all of our employees.
Agree wider Diversity KPIs alongside Gender Diversity
Action Plan
Introduce ‘Inclusive Leadership’ training
Action Plan
Our key achievements from 2019 to date include:
1. We have undertaken 2 surveys to employees to
Updated maternity and paternity policies to provide
These are just the first steps of many in our mission to
understand how inclusion has been maintained
Our action plan currently includes 13 key action points
additional support to new parents
improve diversity.
through COVID.
ranging from increasing overall female employees,
Launched a new Equality and Diversity policy
2. We have committed to the Young Persons Guarantee.
female middle and senior managers to gender pay
Rolled out a new mandatory Equality and Diversity
Other Relevant Information: We have reviewed data from
3. Developed circa 30 potential paid work experience
gap reporting, mental health training and introducing
e-learning course for mid-management and above to
the last 12 months and seen improvements in 7 out of the 9
placements through the Kickstart scheme.
signposting and mentoring for BAME, LGBT+ and
increase awareness and education for our leaders
measures. Most notably we have seen:
4. Maintained our Apprenticeship programme attracting
female employees. By the end of 2021 we hope to have
Launched an internal Women’s Network – including an
An increase to 52.9% in female promotions across the business
good quality diverse candidates.
all first stage reporting and toolkits in place.
exclusive career clinic to support female career development
The total number of females employed in the last 12 months
5. Offered Career Ready mentoring placements.
Improved accessibility of the main building to be suitable
has increased by just over 2% since joining the Charter in 2019
6. Identified 2 work experience placements for
for wheelchair users
Overall percentage of female employees has increased by 0.7%
University student.
Introduced group and individual coaching for senior
7. Created remote offering for school employer
female leaders across the business
Since re-branding our advertising and increasing routes to
support.
Achieved 50% of females on our 2020 mentoring programme
market through more varied platforms in January 2021,
8. We have utilised the Women in Maritime – Recruitment
Became Endorsed Employer for Women in 2020
we have seen an increase in the percentage of female
toolkit to ensure our Job Descriptions are gender
Launched Employee Assistance Programme in 2020
applicants to 9.8%, with a subsequent 13.2% of those
neutral.
Launched ‘Stronger Together’ wellbeing campaign
shortlisted for interview being female.