Diversity Strategy
Document Title:
Diversity Strategy
Document Owner:
Policy Manager
Owning Division:
Human Resources
Owning Department:
Reward & Policy
Classification:
M.A.G Internal use only
Divisions and Departments affected:
M.A.G
Date of Effect:
24 September 2012
Document Approved By:
Reward & Policy Director
Details of Last Change:
Issue
th
Definitions of Terms Used:
Company
Manchester Airports Group Plc (M.A.G.)
Contents:
1. INTRODUCTION ...........................................................................................................3
2. DEFINITION OF DIVERSITY ........................................................................................3
3. APPROACH ..................................................................................................................3
4. DIVERSITY PRINCIPLES .............................................................................................4
5. BUSINESS BENEFITS ..................................................................................................5
6. SUCCESS MEASURES ...............................................................................................6
7. GOVERNANCE AND REVIEW ....................................................................................6
8. M.A.G DIVERSITY ACTION PLAN ..............................................................................7
1. INTRODUCTION
M.A.G is committed to developing a Diversity framework that supports the Company’s
vision, values and strategic aims. M.A.G recognises that every colleague is unique and
that by understanding these differences and harnessing them, the Company can ensure
it recruits, develops and retains excellent people.
This Diversity Strategy sets out M.A.G’s approach, including the goals that the Company
seeks to achieve in this area. The strategy supports and underpins the Human Resource
Business As Usual activity in order to effect and influence every part of the colleague life
cycle and closely links to the M.A.G Values, which are aligned with M.A.G Business Plan.
The Business Plan sets out a clear vision for M.A.G to be the Premiere Airport
Management and Services Company.
2. DEFINITION OF DIVERSITY
Diversity is about valuing everyone as an individual – about valuing people as
Colleagues, Customers and Clients. Diversity is not about creating a level playing field
and treating everyone equally; it is about acknowledging difference and treating everyone
fairly.
3. APPROACH
Diversity supports and underpins the Human Resources Business As Usual Activity at
M.A.G ensuring that the principles are applied consistently throughout the entire
colleague life cycle.
Additionally this Diversity Strategy aims to represent an integrated approach to the entire
M.A.G business, making effective links with the entire Human Resource Function,
Corporate Affairs, Community Relations and Supply Chain where appropriate.
4. DIVERSITY PRINCIPLES
The Diversity Strategy has been developed in line with the following principles:
Leadership
Our leaders are committed to achieving our diversity goals and will
demonstrate this through leading by example.
Recruitment
At all levels within M.A.G, we will always recruit the best person for
the job. However, we will actively support and encourage people
from a wider range of backgrounds and where possible we will
select from the widest possible pool of talent.
Development
We will think laterally and creatively about development and
succession planning and ensure that all of our talented people
have the opportunity to access learning and development.
Engagement
We will create environments where our colleagues are encouraged
to understand, respect and embrace diversity. We will provide a
working environment that is as flexible as business and operational
requirements allow and seek to identify and avoid any practices
that result in unintended bias so that we can recruit and retain a
wider diversity of people.
Service
We will endeavour to have an excellent reputation for engaging
with and providing services to all of the people in the communities
we serve.
Supply Chain
We will use our influence as a supplier and a procurer of products
and services to encourage and promote diversity though the supply
chain and within local communities.
Measurement
We will work towards having and maintaining robust and clear data
to measure our progress and provide transparency. We will set
ourselves challenging targets.
Integration
M.A.G recognises that its approach to diversity needs to be
integrated with all of its HR policies and practices in order to be
effective.
5. BUSINESS BENEFITS
The Diversity strategy will deliver the following business benefits
Assisting M.A.G in becoming an
Employer of Choice
Attracting the widest possible number of
people to fulfil recruitment needs and
employing the best candidates with the
right skills.
Creating a culture of inclusion that
enables Colleagues to feel valued and
respected, leading to higher levels of
engagement.
Retaining valuable skills and talent within
the business.
Fostering innovation and creativity
through attracting and retaining a mix of
people with different talents, skills and
perspectives.
Ensuring Compliance
Provide employment policies, processes
and practices which are open and
transparent.
Complying with anti-discrimination
legislation, to avoid the risk of any
associated claims.
Reducing the number of Diversity and
Dignity at Work cases that arise within
M.A.G, therefore reducing costs in terms
of managerial time and settlement
payments.
Have zero tolerance of bullying and
harassment and deal with any instances
effectively, fairly and swiftly.
DIVERSITY
BUSINESS BENEFITS
Providing a Positive Customer
Experience for ALL
Enhancing Community Relations
and Reputation
Employing colleagues who understand
and mirror the different needs of its
customers.
Improving customer care and market
place competitiveness.
Having a strong brand profile, of which
diversity is a key component.
Winning and retaining the trust and
commitment of local stakeholders.
6.
SUCCESS MEASURES
Description
There is a reduction in the number of dignity at work related grievances upheld
through the HRSC.
There is a reduction in the number of dignity at work related employment tribunal
cases.
Colleague surveys show continuous improvement in the levels of engagement and
satisfaction amongst Colleagues.
All Leaders and Senior Leaders understand their responsibilities with respect to
Diversity, measurable through completion of the Core Leadership Programme.
HRSC holds and maintains accurate Diversity data.
7.
GOVERNANCE AND REVIEW
M.A.G believes that is important to share its journey and as such aims to report fully and
publicly in an accessible and open way. The Company welcomes engagement and
feedback with all stakeholders to promote a culture of Diversity within the business.
M.A.G will challenge its progress and the continued suitability of this strategy, to make
sure that it lives up to the vision of being the World’s Premier Airport Management and
Services Company. The Diversity Strategy will be reviewed and updated annually.
8.
M.A.G DIVERSITY ACTION PLAN
Value
Finger on
the Pulse
Brilliant
at what
matters
Power of
teamwork
Safe
hands
Why not?
Activity
Link to Faith Calendar on the Interchange with
accompanying banners to highlight Religious Festivals
& raise awareness.
Investigate the inclusion of Diversity in the Colleague
Engagement Survey and the possibility of asking
people to complete Diversity information as part of their
response.
Unconscious Bias Training for all Colleagues involved
in the Recruitment Process.
All Colleagues to have access to and undertake Dignity
at work and Understanding Diversity E-learning.
Investigate how diversity awareness can be embedded
into the strategic decision making process.
External recognition through the achievement of a
diversity related award.
Promote the Employee Well Being Programme (EWP)
ran by ICAS.
Engage with Airport Chaplaincy Services to promote
religious / faith awareness.
Launch Diversity Census to cleanse and update data.
Achieve increased declaration rates for ethnicity –
target 80%.
Achieve increased Disability, Sexual Orientation and
Religion / Belief declaration rates – target 50%.
Set Diversity Targets for M.A.G.
Investigate the possibility of holding a Diversity Week
linked to a specific cultural event, across M.A.G to
promote awareness and increase engagement with
targeted groups.
Target Year
2012/2013
Status
To Start
2013/2014
To Start
2013/2014
To Start
2012/2013
To Start
2013/2014
To Start
2014/2015
To Start
2013/2014
To Start
2013/2014
To Start
2012/2013
2013/2014
To Start
To Start
2013/2014
To Start
2013/2014
2014/2015
To Start
To Start