Welcome & About Whistl
2023 performance:
Increase female representation in Board and management roles to 40% by the end of 2028 Targets:
Ethnic parity We also want to improve the experience of racial and ethnic minority employees at Whistl so, in 2023, we began working with Race Equality Matters (REM). REM is a not-for-profit organisation that aims to tackle racial inequality in the workplace by offering solutions and support. Our work with REM encouraged us to take part in the #MyNameIs initiative, which prompts people to include the phonetic spelling of their name in their email signature so that all names can be pronounced correctly. Although a small action, we believe that this enables our employees to share their full names and identities with pride. We have committed to undertake a review of ethnic minority representation in management roles by the end of 2024. However, we recognise that, to carry out these efforts, we require a stronger understanding of our current position. As a result, we are in the process of implementing new data collection processes. In April 2024, our new Human Resources Information Security system is being introduced. This will enable us to understand any gaps in the pay of our ethnic minority and female employees so we can then make informed, concerted efforts to reduce them. This will enable us to complete our EDI strategy by the end of 2024.
45.4% female representation in Board and management roles
Whistl’s ESG strategy
Develop a strategic approach to EDI by 2024
9.1% female representation in Board-level positions
Valuing colleagues
Undertake a review of ethnic minority representation in management roles by the end of 2024
39.9% female representation in management roles
Fulfilling opportunities
Undertake an ethnicity pay gap assessment by the end of 2025
Gender pay gap
Reporting entity Whistl UK Ltd
Women’s hourly rate
2.8% lower Whistl Fulfilment (Gateshead) Ltd 9.1% lower Whistl Fulfilment (Rushden) Ltd 12.0% lower Whistl Fulfilment (South West) Ltd N/A
Preserving our natural environment
Maintain a median gender pay gap below a deviation of 5% year on year
Task Force on Climate-related Financial Disclosures
Appendices
14
2023 ESG Report
Made with FlippingBook flipbook maker