We are looking at a range of initiatives in addition to the charter commitments to bring diversity and inclusion to life.
THIS IS US
D I V E R S I T Y C H A R T E R
At the Martin James Network, we celebrate diversity and want to lead the way in equality and
anti-discriminatory practices in our workplaces. We do this by conveying our care, passion and
commitment for equality both in our workplace and in wider society; by educating and by being curious
and caring, understanding and respecting other people’s differences; by being courageous and sharing our
stories; and by being candid, challenging our Network to continue to be creative and innovative in our
approach to equality.
HOW ARE WE GOING
TO ACHIEVE OUR AIMS?
R E C R U I T M E N T
We ensure that our job descriptions are fair and objective and aim
to remove conscious and unconscious bias. Each job description
and job advert is assessed by a Gender Bias Decoder to reduce
unconscious gender bias.
We always have a minimum of two people from the Company as
part of the recruitment process and, where possible, we will ensure
a gender balance and/or a Black, Asian, and Minority Ethnic
colleague ensuring that we recruit the best person for the role.
We provide detailed constructive feedback after interviews for all
We will only work with recruitment consultants that are actively
committed to diversity and can and will put forward candidates
from different backgrounds for interviews.
C U L T U R E
We are committed to an inclusive social culture including our
We have a zero-tolerance approach to discrimination, harassment
(including third party), victimisation, bullying, intimidation and
micro-aggressions and will not hesitate to take disciplinary action
(up to and including dismissal) if required as detailed in our
We regularly survey and consult with employees to seek their
feedback on the inclusivity of our working environment.
We raise the awareness of different backgrounds, cultures, abilities
and experiences by holding regular celebration events as part of
our engagement calendar, by encouraging our employees and
external speakers to tell their stories and by publishing resources
to our employees via the TalkOut app and our Curiosity Library.
C O M P A N Y
We publish our diversity and inclusion commitment statement on
our website and ensure all our employees, clients and customers
know the standards to expect.
We request the diversity policies of all our suppliers and aim to
work with like-minded companies.
N U R T U R I N G T A L E N T
We are developing and will offer each Black, Asian, and Minority Ethnic and LGBT+ employee the opportunity
to be mentored by a fellow employee according to their individual development requirements. Once established,
mentoring options will be provided to all our employees.
We are committed to publishing our gender pay gap voluntarily and are actively committed and working towards
no gender or ethnic pay gap.
C O M M I T M E N T S
We are committed to diversity across all levels with all members of senior management responsible for diversity
recruitment, retention and promotion of culture with evidence of progress reported at each Board meeting in
contrast with the wider UK society.
We publish our diversity data each year. We are committed to diversity across all levels and unconscious bias
training is mandatory for all employees. We will create a wider diversity and inclusion training course for all
employees and continuously review our training needs.
WHAT CAN I DO TO SUPPORT DIVERSITY?
In order for us to achieve our goals as outlined above, we need the support and commitment of all of our
employees and leaders. To help us, we need our employees to:
Know and understand the diversity goals as we’ve outlined above and commit to the process by
understanding how diversity impacts them and their role.
Participate in our employee engagement surveys and respond as openly and honestly as possible.
Actively engage in the diversity effort. Our employees can take part in the “This is Us” forum, attend
or talk on a TalkOut Together event. They can consider becoming a mentor, mentee, or part of a
Become culturally competent. Take the time to learn about different cultures, races, religions and
backgrounds represented by our colleagues. Use the Curiosity Library, the Resources on TalkOut or just
ask colleagues about their background. If employees make a mistake when talking to their colleagues, we
ask them to apologise and ask for help.
Treat people in a way they wish to be treated rather than the way you wish to be treated. Common
social activities and practices that are comfortable for individual employees may not be comfortable for
Most importantly, employees must be respectful always.
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