Our 2023 goals
We aim to be a caring organisation where everyone feels valued and appreciated. We use our Morgan Code to guide the actions we take. This helps us to achieve our strategic aim of delivering performance and value creation for our stakeholders.
In 2022, we launched three employee resource groups (ERG) to serve as a visible sign of our commitment to a diverse and inclusive workplace. The three ERGs are:
We held a number of inclusive events and supported chapters of our ERGs to get together on sites.
We also took steps to address the feedback received from our previous global employee engagement survey, and improved our score to 53% (2021 50%). To support the development of our people we relaunched our early careers programme, with an increased focus on diversity; 45% of the cohort were female. Following the launch of Women@Morgan, we held virtual and in person events marking important dates, such as World Menopause Day, and opened direct lines of communication to leadership. A key area of development in supporting our women has been driving acceptance on open communication around gender issues.
Our 2022 employee engagement survey told us that:
We are continuing our efforts to improve equality and transparency across the business. The UK Government requires gender pay gap reporting for companies with more than 250 employees and you can read our full report on our website.
During 2022, Morgan met the board diversity targets set out in the Financial Conduct Authority's Listing Rules: our Board composition was 43% female, and the role of Senior Independent Director was held by a woman. Our 2030 target is for 40% female representation across our leadership population. Our diversity position was unchanged in 2022, with women making up 29% of our leadership population.
In 2022, we launched our new license to recruit programme, supporting our hiring managers through inclusion training, the implementation of more diverse hiring panels and developed more inclusive language for our job adverts. Diverse talent is also being reviewed during talent discussions at Board, executive, business unit and functional levels.