Electrocomponents is a global business with customers and employees all over the world. We believe that valuing and managing diversity and inclusiveness is a competitive differentiator, enabling us to leverage the opportunities that this can offer.
As a business we want to ensure we have the right capabilities required to deliver our strategy, this means we want to recruit the best people, harness talent, generate greater innovation, and encourage a range of different views and perspectives. By embracing difference we are better suited to understanding our customers and finding unique solutions to meet their needs.
Our approach to diversity and inclusion sits under the umbrella of our Group behaviours and is an enabler to improve our profitability and growth as; "On average, the more diverse the company's executive board - which we define as the team of top managers who actually run the business - in terms of age, gender, nationality, education and other characteristics, the more successful the company" , this can be demonstrated by, "a clear statistical correlation between European companies' capital markets success and both the gender and international diversity of their executive boards and between profitability and gender diversity" .
The purpose of our Diversity and Inclusion Policy is to:
- attract, develop and retain a diverse workforce; and
- drive a culture where people feel able to give their best, where their views, opinions and talents are respected
This Policy applies to the Board, the management team, all employees (including prospective employees) and contractors.
This Diversity and Inclusion Policy applies globally. It is intended to complement local statutory provisions to ensure the promotion of diversity and inclusion. We are committed to compliance with all applicable laws, regulations and codes of practice in the markets where we operate. This Diversity and Inclusion Policy is not intended to prevail over local laws, regulations and codes of practice; if this Policy is in conflict, local legislation should be adhered to.
We are committed to ensuring that existing and prospective employees are treated fairly and with respect in an environment that is free from any form of discrimination. We will ensure that:
- All employment, including recruitment, promotion, reward, working conditions, and performance management related policies, practices and procedures are applied impartially, fairly and objectively;
- We have equality of opportunity for all, and we will provide employees with the opportunity to develop and realise their full potential; and
- Respect is a right - we will inspire trust through honesty and openness
We define diversity as the way an individual can differ from other individuals. This includes: age, disability, marriage and civil partnership status, pregnancy, race, ethnicity, nationality, colour, religion or belief, gender or gender reassignment, sexual orientation and educational background.
Inclusion is about how people feel within our organisation. We will strive to ensure our employees feel valued, respected and well treated; we will embrace all employee differences and individual talents to benefit the organisation.
A diverse and inclusive organisation is one that values diversity, and treats everyone fairly regardless of difference, to gain the best from its people and to provide the best service to its customers. We will promote our Group behaviours to create the right environment for our strategy to flourish and succeed.
Characteristics of Electrocomponents as a diverse organisation will therefore be:
- Recognition of diversity as a business issue, with every level of the organisation holding responsibility.
- The wide acceptance and practise of the Group behaviours which will ensure the respect and dignity of all.
- An environment where the insights of diverse groups are sought and welcomed; where people are not alienated or sidelined because they don't 'fit' into a set of cultural norms.
- Innovation and dynamism are rewarded and recognised.
- A climate where people feel that their background and lifestyle do not affect perceptions of them as a professional, or affect their opportunities for development and promotion.
- Flexible working practices are available where appropriate, as there is an appreciation that not everyone can and will work the same hours and in the same way. This removes disadvantage and discrimination to participation in work.
- The diversity of our workforce is visible at every level of the organisation and in every business area.
- Employees are aware of their own unconscious and conscious bias and know how to ensure this does not manifest itself at work
3. Consequence Management
We will not tolerate any form of discrimination specified by this Diversity and Inclusion Policy or by applicable local law or regulation. Incidents where an employee does not fulfil his or her responsibilities under this Diversity and Inclusion Policy or under applicable local statutory requirements will be treated very seriously, and individuals may be subject to local disciplinary action.
4. Scope of Responsibility
As an organisation we seek to create an inclusive environment, and as such it is the responsibility of the Board, the management team, all employees and contractors to behave accordingly.
Whilst everyone has a collective responsibility to ensure this Policy is successfully implemented, there are also specific responsibilities within this.
The Board, Chief Executive Officer and the management team are responsible for:
- Providing leadership on the diversity and inclusiveness agenda.
- Acting as overall champions to ensure this Policy is implemented.
- Communicating the strategy and Policy, internally and externally.
- Role-modelling behaviour and consequence management.
- Strategic decision making based on the insight gathered from diversity metrics.
Managers at all levels are responsible for:
- Implementing this Policy as part of their day-to-day management of employees and in applying employment policies and practices in a fair and equitable way.
- Role-modelling behaviour.
- Recognising unacceptable behaviour and taking immediate appropriate action.
- Ensuring all employees have an understanding of diversity and inclusiveness and what is deemed unacceptable behaviour.
- Effectively manage and deal promptly when investigating issues relating to potential discrimination, including any complaints from customers.
- Consequence management.
All employees are responsible for:
- Implementing this Policy in their day-to-day work and their dealings with colleagues, job applicants and customers.
- Ensuring their behaviour is aligned to this Policy.
- Ensuring they do not discriminate against employees, job applicants or customers.
- Notifying their line manager or senior management of any concerns with regard to the conduct of other employees (employees can opt to use the Speak Up facility at www.rsspeakup.com or www.alliedspeakup.com instead of speaking direct with their line manager).
Human Resources are responsible for:
- Developing employment policy and strategy on diversity and inclusiveness.
- Providing guidance to line managers and employees.
- Supporting managers in investigating issues relating to potential discrimination.
- Monitoring employment policies and practices and ensuring compliance with local laws and regulations.
- Facilitating training and development initiatives on diversity and inclusiveness.
5. Education & Training
To create a diverse and inclusive organisation, we all, as individuals, need to be aware of our own unconscious and conscious bias. As an organisation we are committed to supporting employees to identify any such bias.
We will provide awareness, attitudinal and behavioural training and resources to ensure managers:
- Have an awareness of difference, including cultural differences, and how to modify behaviour to value and work with that difference;
- Can role-model the Group behaviours to create an inclusive organisation;
- Can implement fair, consistent and transparent employment practices; and
- Can address and manage unacceptable behaviour.
We are committed to meeting statutory monitoring and reporting requirements. Global HR will work towards the implementation of appropriate monitoring processes throughout our organisation. This information will be used to drive insight and decision-making, to further create a diverse and inclusive workforce.
7. Associated Policies
Employees are asked to make themselves aware of any local policies that are in force within their geographic market.
Chief HR Officer
 Harvard Business Review, (December 2003), How (Un)ethical Are You; Mahzarin R. Banaji, Max H. Bazerman, and Dolly Chugh
 'Vive la différence!', Outlook 2010, Accenture