Our sustainability strategy sets out how we aim to lead by example in Equality, Diversity & Inclusion and outlines our commitment to being Disability Confident Leader. Here are some of our achievements to date.
Disability Confident Leader Status
We successfully renewed our Disability Confident Leader status in September 2026, reinforcing our commitment to disability inclusion. Our participation in the scheme helps us to attract, recruit and retain disabled and neurodivergent talent, creating an inclusive workplace where everyone has the opportunity to contribute and thrive.
Employees by Disability
As of 30 September 2026, 23.7% of our employees identify themselves as having either a disability or a long-term condition. Employees are asked to complete these questions on our HR System.
Engagement Survey
We undertake an annual engagement survey in which we ask colleagues to complete and ask questions across a range of categories. We analyse data across demographic categories including disability or long term condition.
- Eighty-three percent of those with a disability or long-term condition believe our workplace culture allows them to be themselves.
- Eighty-six percent of those with a disability or long-term condition can see the difference that we’re making within Diversity and Inclusion. This is an increase on last year’s result of 77%.
- Eighty-eight percent of those with a disability or long-term condition agreed that we actively encourage diversity in all aspects.
Recruitment
We continued to promote our Disability Confident Leader status including on our corporate website, intranet and on all our job vacancy advertisement. In addition, our recruitment banner made for careers events displays the Disability Confident scheme logo.
We are attracting a more diverse candidate pool for our vacancies, and we have seen an increase in applicants who disclosed a disability or health condition during the recruitment process. At least two people supports each selection process, and a scoring matrix is used to eliminate bias.
We are committed to interviewing disabled applicants who meet the essential criteria for a vacancy. In circumstances where a high number of applicants meet the minimum requirements, a proportionate approach may be applied to determine the interview shortlist, ensuring candidates are assessed fairly, consistently and against the requirements of the role.
We have a continued arrangement direct with Scope for all our external vacancies to be advertised on their job board.
All our hiring managers or interview participants have gone through inclusive recruitment mandatory e-learning before they conducted recruitment activities. We have also provided managers with reasonable workplace adjustment guidelines to ensure all adjustments are in place from the interview process.
We continued our adapted recruitment process for apprentices whereby applicants answer questions about their understanding of the apprenticeship programme and their motivation. This is instead of providing a CV. This approach enables the candidate to talk about why this apprenticeship appeals to them and supports those with a disability.
We have continued to attend local career job fairs to reach diverse talent. We have partnered with the 10,000 Interns Foundation to provide high quality internships designed to create opportunities for underrepresented groups.
Mental Health First Aid
Understanding mental health issues and promoting openness within our organisation is crucial to supporting our workforce. We currently have 15 fully trained colleagues across the organisation who are on-hand to support our employees when they are struggling or in need of advice and support. Throughout the year, we hold all-colleague sessions focused on mental health and wellbeing, alongside wellbeing walks, helping to keep conversations open and encourage colleagues to prioritise their wellbeing.
MHFAs also meet on a quarterly basis to discuss upcoming initiatives that can be implemented, any learnings taken, but also check in with one another to ensure all feel supported in their role.
Mental health awareness campaigns have been promoted internally and supported with events – such as a Time to Talk Day breakfast for all colleagues. During Stress Awareness Month, we ran a programme of activities to promote positive mental health and encourage open conversations about stress. This included wellbeing walks led by our Mental Health First Aiders and regular practical wellbeing tips to help colleagues manage stress, stay connected and access support when needed.
Health, Wellbeing and Support
As well as our funded Private Medical health benefit, our employees have access to other health benefits that they can choose to take up. Colleagues have access to a range of wellbeing and workplace support, including Able Futures, Access to Work, specialist workplace support where required, Occupational Health and our 24-hour Employee Assistance Programme.
With the support of our internal employee-led Diverse Ability Action & Awareness Group, we host regular events, and share internal communications to raise awareness of disability, neurodiversity and long-term conditions. We are a member of the Business Disability Forum which gives us access to expert advice and resources, including toolkits, a disability-smart assessment framework, webinars and networking events.
The community function of Connect Online, our company intranet, also provides additional opportunities to share stories and helpful recourses, and to engage with a wider group of people within the organisation.