People

Having people who bring a diverse range of talents and perspectives, and who feel engaged in their role, is of paramount importance to our long-term success. 

Our employees have been instrumental in making Morgan the company it is today. They are key to driving the brand forward and ensuring it remains relevant in the future.

We work to attract, develop and retain the right people and ensure they are in the right roles. We are committed to providing a safe, fair and inclusive workplace. Our aspirations and 2030 goals outline our focus for making Morgan a better place for our people:

  Our aspiration Our 2030 goals
  • Zero harm to our employees
  • Our employee demographics will be inclusive and reflective of the communities in which we operate
  • A work environment where all employees are valued and can do their best work
  • 0.10 lost time accident rate
  • 40% of our leadership population will be female
  • Top quartile engagement score

We aim to be a caring organisation where everyone feels valued and appreciated. We use our ‘Leadership Behaviours’ and the 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:

  • Women@Morgan
  • Military@Morgan
  • PRISM – Pride, Respect, Inclusion and Support at Morgan, supporting our LGBTQ+ community and their allies

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 inperson events marking important dates such as World Menopause Day and opening 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 recent employee engagement survey told us that:

  • Women are more engaged than men (57% v 52%) at Morgan
  • Work life balance is better for women than men in Morgan (69% v 62%)
  • 85% of women feel valued at Morgan, versus 81% for men

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. 

Find out more

Diversity plays on important role in the experiences each of our team members has at Morgan.

Our Gender Pay reporting highlights the journey we are on.

Our passionate people give back to their local communities.

We protect our people with the Morgan Human Rights Policy, which is applicable to all our businesses worldwide.