Phosters (FM) Ltd Equity, Diversity & Inclusion Strategy

Phosters (FM) Ltd Equity, Diversity & Inclusion Strategy

 

Our mission is to foster an inclusive workplace where diversity is celebrated, and every employee feels valued and empowered.

 

Vision Statement

An important core value of Phosters is the promotion of inclusivity and diversity. We seek to ensure that the workplace is supportive of its employees and one where individual respect is shown to all members of staff, regardless of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, ethnic background, culture, sexual orientation, religion or belief, sex or any other factor.

 

Assessment and Data Collection

Workforce Analysis

We aim to regularly conduct a thorough analysis of the current workforce demographics to identify gaps and areas for improvement.

Employee Surveys

Regularly survey employees to gather feedback on the workplace culture and identify any issues related to diversity and inclusion.

 

Policy Development

Inclusive Policies

Our policies are clear, consistent and up to date with current laws and regulations.

Recruitment and Retention

Recruitment practices are inclusive and aim to attract a diverse talent pool. For example, we are disability committed employer, looking to quickly advance up the levels.

 

Training and Development

Career Development Programs

Create training pathway programs to support the career progression of diverse employees.

ED&I Training

Provide regular training for all employees on ED&I with the intention to branch out onto topics such as unconscious bias, cultural competence, and inclusive leadership.

 

Communication and Engagement

Internal Communication

Regularly communicate ED&I initiatives and progress to all employees. Use Email, Yammer and noticeboards to keep everyone informed.

 

Performance Management

Incorporate ED&I Goals

Include ED&I objectives in performance appraisals and reward systems. Recognise and reward efforts that contribute to a more inclusive workplace.

Accountability

Hold managers and leaders accountable for achieving ED&I goals. This can be done through regular reviews and reporting.

 

Monitoring and Evaluation

Regular Audits

Conduct regular audits to assess the effectiveness of ED&I policies and initiatives. Use the findings to make necessary adjustments.

Progress Reports

Publish annual ED&I reports to track progress and maintain transparency with stakeholders.

 

Community and Supplier Diversity

Community Engagement

Partner with local communities and organisations to promote diversity and inclusion beyond the workplace.

Supplier Diversity

Develop our supplier diversity program to ensure a diverse range of suppliers and contractors are engaged in business operations.

 

Continuous Improvements

Feedback Mechanisms

Establish channels for continuous feedback from employees on ED&I initiatives.

Stay Informed

Keep up-to-date with best practices and emerging trends in ED&I to continuously improve the strategy.