Diversity and Inclusion Policy

Introduction and Purpose

The Board of Directors of Meggitt PLC, our executive leadership team, and management at all levels recognise that a diverse and inclusive workforce is critical to running a sustainable and successful business. The purpose of our Diversity and Inclusion Policy is to increase and leverage diversity in all respects, to help build a sustainable business by:

  • Employing a diverse workforce that reflects the diverse communities within which we operate, and;
  • Fostering an inclusive culture where people are valued, respected and supported.

Policy statement

All employees are responsible for treating their colleagues with dignity and respect and creating an inclusive culture free from discrimination, bullying, harassment and victimisation irrespective of age, colour, disability, ethnic or national origin, gender, gender expression, gender identity, marital status, pregnancy, race, religion or belief, or sexual orientation.

Breaches or alleged breaches of this policy will not be tolerated and will be fully investigated and dealt with under the disciplinary procedures in accordance with local laws and policies as appropriate.


At Meggitt, our approach to diversity and inclusion aims to increase and leverage diversity of thought to enhance innovation, risk management and workforce agility. We will achieve our diversity and inclusion goals by:

  • Reinforcing our values and our high performance culture, which help guide our diversity and inclusion agenda, making clear the requirement for all our people to be open to different ideas and cultures – this means listening to each other, treating people fairly, being inclusive and valuing different perspectives.
  • Ensuring that all of our businesses have diversity and inclusion strategies that recognise their specific requirements and challenges. Local plans will be integrated into our overall Talent Management framework and reviewed regularly by the Executive Committee to ensure continual progress.
  • Understanding our employees’ perceptions and using this data to formulate local action plans and to see if there are themes which we need to address. We will continue to collect feedback from employees to monitor perceptions on issues such as diversity and to help us focus our efforts in this area.
  • Ensuring that all of our businesses implement, in accordance with applicable local laws, our Group policies which demonstrate their commitment to equal opportunities for all employees, workers and applicants for employment ensuring that they will not be subject to any discrimination, bullying, harassment or victimisation on the grounds of age, colour, disability, ethnic or national origin, gender, gender expression, gender identity, marital status, pregnancy, race, religion or belief, or sexual orientation.
  • Recognising that we have an important role as a responsible employer in creating a culture that supports our employees in the various stages of their working lives and as part of this process, reviewing our policies in areas such as recruitment, flexible working and maternity/paternity leave to ensure they align with our aspirations to create a truly diverse and inclusive organisation across all of the countries that we operate in.

Board diversity

The Board places great emphasis on ensuring that its own membership reflects diversity in its broadest sense. A combination of demographics, skills, experience, race, age, gender, educational and professional background and other relevant personal attributes on the Board is important in providing a range of perspectives, insights and challenge needed to support good decision making.

New appointments are made on merit, taking account of the specific skills and experience, independence and knowledge needed to ensure a rounded Board and the diversity benefits each candidate can bring to the overall Board composition.

The Board will, following recommendations from its Nominations Committee, agree measurable objectives for achieving gender, ethnic and cultural diversity on the Board. At the date of the adoption of this Policy, the Board’s intentions are to continue to meet the voluntary targets as set out in the Hampton Alexander Review in respect of gender balance in the Board room, and to meet the targets of the Parker Review in respect of ethnic diversity on UK Boards.

In addition, the Board places high emphasis on ensuring the development of diversity in senior management roles within the Company.

Whether searches for an appointment to the Board, its Committees, or the Company’s senior executives are conducted by the Company or by external search firms, they will identify and present an appropriately diverse range of candidates for the relevant vacancy.


The Board as a whole is responsible for diversity and inclusion, and delegates responsibility for the implementation of this Policy to the Chief Executive. The Board and Executive Committee receive regular progress reports regarding diversity and inclusion, to enable regular review and continuous improvement.

This policy and its implementation will be reviewed on a regular basis to ensure that it remains appropriate and relevant to the organisation and the Group is committed to providing the necessary support in order to ensure that our businesses can fulfil the requirements outlined in this policy. This policy will be communicated to everyone working for or on behalf of the Group and will be made available on the Group’s website (www.meggitt.com).

Approved by the Board of Directors on 29 July 2021.

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