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Diversity, Equity & Inclusion
We wholeheartedly believe in the importance of a diverse team and strive to create an environment where everyone can be themselves, feel included and valued for what they contribute.
We work hard to offer equal opportunities for everyone, in an inclusive and healthy environment. As a wellbeing drinks business, we also recognise the relationship between wellbeing and D,E&I, and how you can’t have one without the other, which is why we align our wellbeing and D,E&I strategies.
D,E&I is hugely important to us at Twinings Ovaltine. To create a diverse and inclusive business we started by developing a range of programmes to build awareness, knowledge and understanding. This programme has now evolved to incorporate D,E&I across our businesses, through our policies and practices across the whole employee lifecycle, starting with attraction, recruitment and onboarding, through to personal development and career progression. Whilst we have made good progress to date, we recognise that there is always more to be done and we are focused on continuing our work in this area as we recognise the importance of having a diverse and inclusive business.
Our Community of Advocates
We have an established D,E&I and Wellbeing Champions Network, who advocate for the physical and mental health of employees and enable us to create an inclusive and diverse work environment by running a calendar of events and initiatives with their teams to raise awareness and celebrate diversity.
Our network of advocates are currently focusing on the following areas to promote positive change: race and ethnicity, gender, accessibility and psychological safety.
Our Progress
We use data to track our progress. Our senior leaders are focused on reviewing this progress, to understand the experience of our people and embed inclusive ways of working, and by creating informed action plans to improve diversity across our business.
Ethnicity - UK based employees
Ethnicity - UK based employees
- Ethnic minority representation has increased by 2% in the last 6-month period to 9%
- According to the 2021 Census Data, this compares to 17% of ethnic minority representation across England and 6% ethnic minority representation in Test Valley, where our Head Office is based
Gender Pay Gap
We continue to evolve our environment, where skilled people can thrive and grow in reaching not only great business outcomes, but also fulfilling their own personal career aspirations. To aid the development of a diverse environment we have built DEI into our people and succession planning process in order to identify and mitigate any bias.
Engage
We regularly monitor our employees’ lived experience through our Engage survey, including through demographic data, to enable us to gain a better understanding of the experience of different demographics and to assist in informing and evolving our strategy.
DEI Training
In order to support our DEI journey, we have a range of learning and development opportunities for employees to take part in. These training programmes are designed to empower our people with the tools, awareness and understanding in order that we can all play our role in building an inclusive culture. We provide training on unconscious bias and culture mapping to build self-awareness and navigate diverse backgrounds and perspectives within our teams, encouraging understanding and collaboration.
In addition to this, all Line Managers take part in our Thrive Manager Capability Programme which includes modules on facilitating inclusively and building trust and psychological safety.
Our Recruitment Practices
Our in-house Talent Acquisition Team focuses on building fair and consistent recruitment practices. Once you have submitted your application, you will be paired with one of our Talent Acquisition team members who will guide you through every step of the process.
We use specialist software to scan all job descriptions and adverts to ensure that they are non-biased and inclusive. All candidate CVs are reviewed blind by hiring teams, using software to remove any data that could be at risk of unconscious bias, including name and age. The original detail can only be seen once the candidate has been selected for interview.
We use specialist software to scan all job descriptions and adverts to ensure that they are non-biased and inclusive. All candidate CVs are reviewed blind by hiring teams, using software to remove any data that could be at risk of unconscious bias, including name and age. The original detail can only be seen once the candidate has been selected for interview.
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