A team that ships hazardous goods into eighteen jurisdictions cannot afford one point of view. Inclusion is how we keep judgement sharp, and it is measured like any other operational target.
Written into the code of ethics every employee signs, and into every supplier contract we hold.
Same role profile, same scored interview, same published pay band for every candidate and every employee in it.
Every employee has a route to raise a concern that does not pass through the person it concerns.
Sites, systems and the hiring process are designed to be usable without anyone having to disclose why they need it.
Balanced shortlists are mandatory for every role at manager grade and above, with succession plans reviewed twice a year.
Regional businesses led by people who know the market, its regulators and its language.
Accommodation requests answered in five working days, with a standing budget that needs no business case.
Apprenticeships and lab technician programmes as a genuine entry path into technical and supply-chain careers.
Figures as at January 2026, audited alongside the annual report. Bars show today against our 2030 commitment.
Each network has an executive sponsor, an annual budget and a standing slot in the quarterly business review.
Technical mentoring, conference sponsorship and a returners programme after career breaks.
For colleagues working outside their home country: language support, visa clinics, family settling-in help.
Disability and long-term health. Runs the accommodation review and audits site accessibility.
LGBTQ+ colleagues and allies, with a specific mandate on travel safety in the markets we serve.
Early-career colleagues and apprentices. Owns the reverse-mentoring programme with the executive team.
Parents and carers. Negotiated the flexible shift-swap scheme now standard across all sites.
The same route applies whether you are a candidate or a twenty-year employee.
Email the accommodations inbox or tell your recruiter. You never need to disclose a diagnosis or provide medical evidence to start.
Thirty minutes with an adjustments adviser about what makes work harder and what would help.
Funded from a central budget. Your manager is told what to put in place, not why.
Revisited every six months and carried with you automatically if you change role or site.
Culture, teams, the hiring process and our equal opportunity commitment.
Learning model, academy tracks and the dual career ladder.
Filter live roles by function, location and contract type.
Timings, visas, referrals, data handling and reapplying.
The standard every employee and supplier signs up to.
Adjustments, visas, career breaks: the FAQ covers most of it, and a named recruiter covers the rest.