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:
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:
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.
Objectives for achieving Board diversity may be set on a regular basis. On gender diversity the Board has a specific objective to maintain at least 2 female Board members and, recognising the emerging target for FTSE companies to move towards 33% female representation, to take opportunities to increase the number of female Board Members over time where that is consistent with other skills and diversity requirements.
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 2 August 2018.