We deliberately waited to say anything about this until we had taken the opportunity to understand how the impact of our current working practices affects encouraging diversity and appropriate representation across all areas of our workforce. We felt that to say anything on this important matter before we understood the current status would be to pay lip service and to jump on the bandwagon.
As part of our review, we commissioned the EW Group who are experts in equality, diversity and inclusion to review what we can do as a company. We have also engaged with Black Lives Matter and provided full access to our policies which they have commented on positively.
We believe this is fundamental to our business model given the diversity of our customer base and the need to ensure we have the strongest possible workforce for the future. This is not a one off project but one that will continue for the foreseeable future and be embedded to all our policies and procedures. We have a wide range of ambitions here including:
- Better recruitment and retention of staff e Continuing to see greater diversity at every level of the organisation
- Increase customer and employee satisfaction
- Improve our contract win rate by demonstrating that we understand the needs of all our customers
Mears has always tried to ensure we treat all of our workforce with dignity and respect and to ensure if this is not happening appropriate action is taken.
We have worked hard to achieve accreditation from the Diversity Network, we pride ourselves on being a company who believes that anyone, from any background can go on to lead our company.
We also run our regular Women in Maintenance programme to ensure that we have the best people in our business – all of this is about having the most skilled people working with us regardless of where they come from or who they are.
We hope that by asking our colleagues and clients for their experiences, we have been able to build awareness and policy change to create genuine social mobility in our company and to build and by adjusting our policies a story telling culture for those who suffer from discrimination to feel that they are able to seek advice, support, and encouragement from our family at Mears.
We hope that by asking our colleagues and clients for their experiences, we have been able to build awareness and policy change to create genuine social mobility in our company.