Sustainability continued
Social continued Colleague resource groups – reviews from each chair
We are a global business with colleagues in many different countries around the world. We work hard to be an inclusive workplace, where everyone is treated with respect. Discrimination and harassment due to race or ethnicity are unacceptable and will not be tolerated here. But saying it isn’t enough, and like many companies addressing the systemic racism embedded in our societies, we are planning action to remove barriers for underrepresented individuals that exist within our organisation. Over the past nine months our Race and Ethnicity Steering Committee has covered key themes such as an introduction to race and ethnicity, and cultural intelligence, with guest speakers from North America and the UK discussing how to build an anti-racist organisation. We have also been working hard on providing colleagues across the Group with resources on inclusive language and behaviours and why representation matters as well as sharing personal and historic experiences of racism across the world. We believe that a workplace in which colleagues feel safe and empowered regardless of their sexual and romantic orientation, and their gender identity enables everyone to perform at their best. We are at the beginning of a long journey and committed to increasing our awareness and activity in this space to work towards creating an environment that provides inclusion for all underrepresented groups, ensuring their voices are heard. As the first colleague resource group in NCC Group, launched in 2019, we were delighted to be joined by the other groups to create a broader inclusion and diversity community. This year, our LGBTQIA+ Steering Committee has helped colleagues explore sexual and gender identity in its many forms, taken a deeper dive into the importance of inclusion and hosted talks on topics including how language matters, asexuality, being transgender and transvestism, as well as providing content based on personal experience and informative articles. Together we have utilised our social platforms to provide advice and support to parents of children who sit within the community, written to UK Members of Parliament to show our support against anti-trans bills, made pronoun badges available to colleagues across the globe and given guidance on adding pronouns onto email signatures. We strive to create a working environment where neurodiversity is embraced. We value all colleagues equally and adjust as necessary to meet the personal needs of neurodiverse individuals. The NCC Conversations series we’ve led has so far focused on both dyslexia and autism as a subcategory of neurodiversity, where the Steering Committee has been challenging taboos and taking a deeper dive into dyslexia and autism in the workplace through a range of activities including panel discussions, resources, tips for managers and a podcast on parenting an autistic child. Most recently, we’ve invited Lexxic, a specialist consultancy championing and advising on neurodiversity in the workplace, to run an interactive workshop with colleagues to produce a neurodiversity smart roadmap with recommendations and actions based on any gaps identified in our business. This workshop builds on an earlier webinar that was hosted as part of our NCC Conversations series. Neurodiverse individuals bring many strengths that not only need to be understood but further celebrated and valued. At NCC Group we are lucky to work with neurodiverse colleagues who bring many positive attributes to our workplace.
Race and Ethnicity
Nadia Batool Data Protection and Governance Officer
LGBTQIA+
Liz James Security Consultant
Neurodiversity
Joy Evans Chief Data Protection and Governance Officer
64
NCC Group plc — Annual report and accounts for the year ended 31 May 2021
Made with FlippingBook Converter PDF to HTML5