One presentation also described a roadmap to a 2022 future state where we wish to be a “destination employer with a quirky, distinctive environment”. In terms of our ongoing focus on improving diversity, we are focusing on: Processes • Reviewing all our processes/documentation as part of our Workday system go-live – i.e. ensuring the wording on adverts and job descriptions is gender neutral • Providing better tracking and reporting at all points of the colleague cycle to check for bias Training • Introducing a Manager Essentials programme which covers recruiting and managing a diverse team • Providing unconscious bias training for leadership groups (the Board and ExCom have both now undertaken unconscious bias training). Participated in NCC Conversations – promoting equality Colleague voice • Continuing to develop and assess the broad range of opportunities for colleagues to ask questions, to provide feedback and to play an active role in creating a great place to work. (For further information, please see the stakeholder engagement section on pages 49 to 52) Long term • Building strategic partnerships with organisations to support our commitment to create an inclusive and diverse environment • Connecting the initiatives we are involved in so we get the best return for investment – work experience, mentoring and CyberFirst bursaries Committee effectiveness During the year, the Nomination Committee carried out an internal self-evaluation on its effectiveness. A number of recommendations were made, including the need to: • Make strong initial progress with our firm commitment to have at least 33% female representation and at least one person of colour on the Board by 2024 • Focus strongly on succession planning for the Board and senior management and in particular discuss Executive Director succession planning in general terms over the next 6–12 months • Improve succession plans for senior executives and improve exposure to senior executives at Board meetings and within more informal settings The intention is to again have a Committee discussion on all senior roles during the 2021/22 financial year, to ensure that we have the depth and breadth of diverse talent to deliver our strategy.
External search consultancies No external search consultancies were utilised in the year.
Chris Stone Chair, Nomination Committee 14 September 2021
NCC Group plc — Annual report and accounts for the year ended 31 May 2021
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