Royal HaskoningDHV has a deep commitment to building a diverse workforce and inclusive culture where everyone feels they belong and can thrive.
We believe it is critical that we use data to measure how we are doing and what we need to focus on.
We have adopted a more data drive approach to understanding our people and tackling the underlying drivers of imbalance in our business.
We made a big first step by conducting our first ever UK wide anonymous employee survey on equality, diversity, and inclusion which half of all UK based employees completed. This really helped us to learn a little more about our people. 92% of those who completed the survey told us that Equality and Diversity at work is important to them.
The survey data has been invaluable in highlighting priority focus areas allowing us to develop a UK focused ED&I action plan.
What have we done so far?
Family friendly
- Enhanced maternity, paternity and adoption pay.
Health
- Launched a UK menopause policy and guidance.
Introduced Company sick pay from day one.
Benefits
- Flexible bank holidays - In order to recognise diversity of faith, from 2024 employees will be able to flex the two Easter bank holidays and use them for other religious holidays.
- Hybrid working
Reward
- We have actively and deliberately targeted how we reward our people, particularly those in lower grade roles, which we know are more female dominated.
What else are we working on?
Workplace policies/processes
- Candidate feedback on our application process to ensure our recruitment practices are inclusive.
- Offering more roles on a part time basis to encourage those who have caring responsibilities to apply.
- Driving the appointment of women in leading positions where we can
- Collecting candidate diversity data to monitor inclusion outcomes to understand if certain groups are less likely to apply/invited to interview/made an offer.
- Advertising roles in a wider range of places to attract diverse candidates.
- Reviewing and re-communicating the process for accessing reasonable adjustments at work.
- Accommodate day one right to flexible working.
- Establishing a framework for collecting anonymised, and voluntary, workforce diversity data so we can make informed decisions about the future direction and aspirations of diversity and inclusion initiatives and overall business strategies.
