86++1414++00++00++MM 76++2323++11++00++MM 60++4040++00++00++MM Main Board Group Direct reports to the Executive Committee 86% 76% 60% 14% 23% 1% 40%
80++2020++00++00++MM 67++2929++44++00++MM Executive Committee New hires in FY21 80% 67% 20% 29% 4%
These conversations are leading to positive changes in how we operate as a firm – investing in annual inclusion and diversity training as well as building into Manager Essentials training, partnering with organisations to develop future pathways for diverse talent to enter the industry, reviewing colleague policies, and improving how we recruit new talent and invest in career development. Gender pay gap * We take our role as a responsible employer seriously and see the UK requirement to publish gender pay gap figures as an important step towards transparency around a key issue within our industry. We recognise steps need to be taken to continually improve our gender mix at all levels as part of our broader strategy and the investment we are making under our broader sustainability commitment is supporting us to achieve this. Our full report is available to view on our website and in FY21, in addition to the work of our Gender colleague resource group, we continued to support local initiatives aimed at encouraging more women to enter the world of cyber security. * Source: NCC Group payroll data.
Read more online: www.nccgroupplc.com/investor- relations/corporate-governance/gender-pay-gap/
Male Female Undisclosed
NCC Group plc — Annual report and accounts for the year ended 31 May 2021
63
Made with FlippingBook Converter PDF to HTML5