Bartlett Mitchell has signed three equality, diversity and inclusion pledges to celebrate Inclusion Week, which began on Monday (27th September).
It has enrolled in the Business in the Community’s ‘Race at Work’ Charter, the WiHTL’s ‘Diversity Charter’ and the government’s ‘Disability Confident’ scheme.
Bartlett Mitchell said the commitments form part of the company’s strategy to ensure that it maintains an inclusive environment for its teams and clients.
Now in its ninth year, Inclusion Week runs from 27 September-3 October with the aim of celebrating everyday inclusion in all its forms. Organisations across the world are marking it by sharing inspirational inclusion practices.
Led by Sandra Kerr CBE, the ‘Race at Work’ Charter requires signatories to make five commitments: appointing an executive sponsor for race, capturing ethnicity data and publicising progress, committing at board level to zero tolerance of bullying, making equality in the workplace the responsibility of all leaders, and acting to support ethnic minority career progression.
The WiHTL’s ‘Diversity Charter’ aims to raise women's and ethnic minorities' representation at all levels and in leadership positions in the hospitality, travel and leisure sectors. As part of its 10-point charter, Bartlett Mitchell is pledged to a wide range of actions, including supporting the progression of women into senior roles by focusing on the executive and the mid-tier level pipeline, publishing its Gender Pay Gap annually, and collaborating with internal and external stakeholders to get rid of barriers to diversity.
By signing up to the government’s ‘Disability Confident’ employer scheme, the company vows to challenge attitudes towards disability, increase understanding of disability in the workplace, remove barriers for disabled people and those with long-term health conditions, and guarantee that disabled people have the chances to fulfil their potential.
The company launched its ED&I steering committee in July 2020 and has since run a series of awareness campaigns and training to foster a more inclusive workplace.
Murray Soper, the firm's talent & team manager, said: “The focus is to expand our activity and to include the additional measuring and monitoring of our own team, enabling us to understand our own diversity profile even further. We aim to continue in a more informed way to remove barriers to recruitment, retention and advancement of underrepresented groups across our business.”
CEO Ian Thomas added: “These commitments are not a nice-to-have but an absolute strategic priority for our business. BM has always fostered a culture of inclusivity and we hope that by commitment to further improve our activity in this area, we can help drive further positive change in our industry.”
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