Diversity and Inclusion Policy


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Diversity and Inclusion Policy The Methven group has been in operation for over 130 years in New Zealand, and now operates in culturally diverse markets around the world. Methven is committed to proactively building diversity and inclusion across the Methven Group, as such workplace cultures contribute towards: •

enhanced customer experiences;



considered decision-making, leading to more sustainable business performance;



open, accepting and collaborative workplace behaviours, which lead to greater innovation.

As explicitly stated in our Values (refer Methven’s Value: RESPECT for our Planet, Communities, and Team), we believe that “Diversity makes us a stronger team and workplace”. All Methven workplaces are to be inclusive environments where our employees are encouraged to reach their full potential and individual differences are valued and respected.

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Purpose Methven’s Diversity and Inclusion Policy (“Policy”) is designed to ensure that all Company Officers recognise the value and importance of a diverse workforce, and that Methven is committed to create and maintain an inclusive and collaborative workplace culture. The Policy sets out Methven’s objectives for enhancing workplace diversity and inclusiveness, and how it will achieve those objectives. Methven values diversity in all its forms and embraces the differences which make individuals unique. Examples of these characteristics may include gender, age/generations, cultural background, disability (physical and mental), sexual orientation and gender identity, religious beliefs, and family status. We also recognise and appreciate different: ways of thinking/personality-types, skills and education, and physical appearance.

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Scope This Policy applies to the Methven Board and its’ committees, and all Methven officers throughout the Methven Group, including all subsidiaries. This Policy contains the Guiding Principles and Measurable Objectives only. Each year, the Board will set specific measures and targets, whereby progress is presented to the Board via regular reporting.

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Guiding Principles Methven’s People & Culture practices such as pay reviews, recognition, recruitment and selection, development, promotions, and team management, etc. are to go well beyond simply anti-discrimination and Equal Employment Opportunities principles. This Policy is for Methven’s decision-makers to pro-actively take into account our stated diversity objectives wherever there is an appropriate opportunity. To meet Methven’s commitment to diversity and inclusiveness, and to drive towards Policy outcomes/targets, the Company will focus on these broad areas:

Methven Limited Diversity and Inclusion Policy (v1) August 2018

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Ensure fair and equal treatment when appointing Board Directors.



Promote a culture of diversity, inclusion and respect with all employees.



Ensure diversity is upheld in key People & Culture (HR) practices, eg. recruitment, performance, and talent management.



Be decisive to ensure pay parity, and gender pay-gap outcomes (ie. no gender difference) wherever possible and whilst still maintaining Methven’s merit-based and “fair market worth” remuneration policy. Methven will ensure equal pay for equal jobs in the same market within the next 2 salary reviews.”



Recognise long serving and loyal employees by respecting their contribution and having employment practices that support an ageing workforce.



Ensure harassment or bullying of any nature is not tolerated in the workplace, as contained in the Workplace Relations Policy.

Measurable Objectives The Board (via its Remuneration Committee), in consultation with the Group Chief Executive Officer, will annually review and approve measurable objectives for achieving diversity and inclusion. The Group Head of People & Culture will report on performance against the specific measures and targets (to the Board), as agreed by the Board’s Remuneration Committee. The objectives of this Policy are as follows: •

Policy: Ensure other Methven policies are reviewed for compliance and aligned with Methven’s commitment to diversity and inclusion.



Measurement: Develop a range of annual measures that track progress and impact of diversity initiative, eg. Gender Diversity. Employee engagement surveys are to include relevant questions to understand employee perceptions.



Internal Promotion/Training: Work with employees to promote awareness and support of diversity and inclusion and embracing differences and strengths. As a minimum, each of Methven’s offices are to celebrate cultural diversity.



Board Composition: Ensure fair and equal treatment when appointing Directors. Conduct wide-ranging search when recruiting and take into account the benefits of diverse Board composition, particularly background and gender.



Promote a culture of diversity, inclusion and respect with all employees, via its proactive and explicit people management processes. Examples are communication of Methven’s values and behaviours, training, recognition, and (if appropriate) performance improvement and discipline processes.



Ensure diversity is upheld in recruitment, performance and talent management, by use of “4-eyes” and “one-up reviews” principles.



Gender Pay-gap reporting, and efforts to correct at Pay Reviews, where appropriate and based on merit.



Develop and Encourage Flexible Work practices. Offer various work arrangements and develop tools that may allow those with individual needs to fit their work outcomes around individual life, wherever practicable. Particular focus on offering flexibility to primary caregivers and parental leavers whenever practicable.

Methven Limited Diversity and Inclusion Policy (v1) August 2018



Provide annual “Legends of Methven” celebration for long-serving employees, and develop enhanced retirement and entitlements to encourage tenure.

Methven Limited Diversity and Inclusion Policy (v1) August 2018



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Encourage all employees to act in a respectful manner, accepting and valuing differences. Methven leaders are required to highlight and recognise desirable inclusive behaviours; equally, poor behaviours not in keeping with this Policy will result in employment consequences.

Responsibilities Roles Company

Responsibilities Promote a culture of diversity, inclusion and respect which benefits our employees, customers and shareholders. Treat fellow Company Officers with respect, become familiar and comply with this Policy in their interactions with other Company Officers and customers. Understand and promote this Policy to Company Officers. With Senior Management, recommends measurable objectives on diversity and inclusion to the Board. Approves measurable objectives and evaluates annually. Provide leaders with support and guidance regarding diversity and inclusion. Will maintain measures and address non-adherence.

Company Officers (“Employees”) Managers Group CEO and Senior Leaders Board People & Culture

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Related Policies •

Code of Ethics Policy



Workplace Relations Policy

Definitions Term Board Company Company Officer CEO Diversity

Inclusion

Methven Limited Diversity and Inclusion Policy (v1) August 2018

Definition The Board of Directors of Methven Ltd. Methven Ltd and its subsidiary companies together or individually as the context implies. Company Officer or employee of Methven Ltd or its subsidiaries. The Group Chief Executive Officer of Methven Ltd. Include, but are not limited to gender, age, ethnicity, disability, sexual orientation, religious beliefs, cultural background, skills, family status and values, different ways of thinking. A proactive approach to create a sense of belonging, by valuing the unique characteristics and each employee. All Methven employees contribute to, and are to be involved in, the business.