Mott MacDonald launches diversity and inclusion action plan

28 June 2017 Consultancy.uk

Engineering and development consultancy Mott MacDonald has announced plans to drive up diversity among its ranks in the UK. A diversity and inclusion (EDI) action plan for 2017-2018 will see the firm identify areas in which improvements can be made by its Advance Employee Network.

Women continue to be under represented in business, particularly at the top and in technical roles. In recent years increased focus has been focused upon the issue, with ethical arguments growing beyond the world of business, while various studies finding diversity improves business outcomes has driven progress within it

Mott MacDonald‘s UK operation, in a bid to improve diversity among its ranks and emulate public sector success, has launched a diversity and inclusion (EDI) action plan for 2017-2018. The plan aims to improve the representation of a wide range of groups among all levels of the firm’s operation.

The firm’s scheme will first seek better understanding of the situation on the ground holding back employees of marginalised backgrounds, before reporting them to the firm’s Advance Employee Network – which will set various internal policies to improve outcomes for everyone across the company.

Mott MacDonald launches diversity and inclusion (EDI) action plan

Commenting on the Mott MacDonald’s efforts to improve outcomes for various groups, James Harris, a managing director at the firm, said, “An inclusive workplace is key to our collaborative culture and to meeting the needs of our clients, suppliers and customers. By committing to measurable goals, we’re demonstrating our ambition to drive diversity as being central to how we do business. We are determined to attract and engage the best people, with meritocracy recognising a true diversity of talent.”

Business in the Community’s race equality director, Sandra Kerr OBE, commented, “It is excellent to see Mott MacDonald championing EDI and making clear commitments to increasing the diversity of its staff at all levels of its business. This is positive news for the engineering and construction sectors.”

Darren Towers, executive director of business development at LGBT rights campaign group Stonewall, meanwhile added, “Setting clear goals for LGBT representation at work enables organisations to better track progress on inclusion and identify where more work needs to be done. It helps attract and retain LGBT staff and, if they’re not, address why this might be. It’s great to see Mott MacDonald make this a priority.”

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