Welcome & About Whistl
“ I take immense pride in launching this campaign as Whistl’s sponsor for race. It is important to pronounce people’s names correctly and to take the time to get it right. I encourage all of you to use the guide and follow the step-by-step approach on how to spell your name phonetically and put it on your email signatures and social media.” Mark Lawrenson, Head of Operations and Sponsor for Race at Work
Whistl’s ESG strategy
Valuing colleagues
EDI strategy During 2023, we continued to develop a more extensive and strategic approach to EDI as one of our principal targets. While it remains a work in progress, we have made great strides. A key component of this was listening to our employees’ concerns around EDI so we could ensure that we created relevant and effective solutions. In a bid to encourage our employees to share their ideas and experiences, we organised online ‘Tea Break’ sessions, which aimed to explore challenges and solutions around EDI at Whistl. The initial uptake of the initiative was 45 people; we will promote awareness in 2024 to engage more of our team. Gender equity As part of the development of our EDI strategy, we also made efforts to understand the distinct experiences of our female employees. In December 2023, we sent out a Women at Work development survey to gauge whether our female employees felt they were treated equally to their male counterparts, where challenges lay, and how obstacles could be overcome. We discovered that our female employees sought greater opportunities for career advancement and that approximately 33% of respondents wanted to be involved in a women’s group. As a result, we aim to create a women’s group in 2024 and will put together a series of actions to address the additional outcomes of the survey.
Whistl has a target to increase female representation in Board and management roles to 40% by the end of 2028. We are pleased to report that we achieved this target in 2023, with women representing 45.4% of management and Board positions across the Group. Looking deeper into this data, we understand that, moving forward, we need to enhance female representation at Board level, where we currently have only 9.1% female representation. We also aim to meet our target across all of our business units. One of the greatest ways that we can support our female employees and retain them year on year is to ensure they are fairly compensated. Whistl collects gender pay gap information at the reporting company level, diving deep to understand any discrepancies. We strive to maintain a median gender pay gap below a deviation of 5% year on year, and in 2023 we achieved this across two of four reporting companies. In 2023 and beyond, we will continue our hard work to close the gap and report our progress transparently.
Fulfilling opportunities
Preserving our natural environment
Task Force on Climate-related Financial Disclosures
Appendices
13
2023 ESG Report
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