Diversity and Inclusion
At Morgan we are committed to creating a diverse and inclusive culture where everyone can be their authentic self at work. We are clear that it is our people who are the driving force behind our success, so in return for their dedication, we aim to be open, engaging and make those crucial adjustments to open up our organisation to all.
Inclusion at Morgan
Recognising that each of our people need different support to grow and thrive, is key to reaching our goal. We want to enable our employees to reach their full potential, so we work together to make this happen.
Pippin and Paul’s Morgan journey
Our Materials Procurement Co-ordinator Paul shares his experience of adapting his work environment to support his visual impairment. For Paul this involves an additional member of the team, dedicated to his needs.
Guide dog Pippin.
“Being visually impaired impacts most parts of my life, which is why my guide dog Pippin goes everywhere I go. Whether it be travelling for my hobbies or work. She is my eyes and keeps me safe.”
When Paul’s sight was impacted, he was supported by amazing resources from Guide Dogs for the Blind on what to expect when working with a guide dog in the workplace. The team at Morgan then shared the information with everyone in Paul’s office, which made his experience easier, and meant everyone knew what to expect.
Alongside Pippin’s assistance, the team have worked to support Paul by providing specialist equipment, such as magnification devices and software through ‘Access To Work’. These adjustments enable Paul to carry out all the tasks that his role requires, and mean we get Paul and his expertise in our business.
In addition, the team have introduced a flexible working arrangement, allowing Paul to adjust his hours of working to suit public transport timetables, whilst maintaining a full-time working week. Paul has even moved his desk to allow space for Pippin to settle in, and with the aid of a personal risk assessment, Paul is able to access the production office and break area, which are connected with a green gangway.
Paul shares his advice for creating a more inclusive workplace: “In my experience, if people know you have a disability, they are more likely to help you; so, I think it is always better to be open about your disability as this makes people aware that you may not see all the risks around you. I am lucky to work with colleagues who constantly look out for one another, which helped me to share my disability and gain their support”.
In 2021 we have increased communication with our people on key topics where we are looking to evolve our culture, such as sustainability and inclusion. In 2022, we are investing in a global app to improve our ability to communicate and engage all our people, and support better connectivity and accessibility.
Diversity at Morgan
It takes a large number of very talented people to keep Morgan running and we believe that our diversity is our strength. As a global business, we speak twenty different languages and use our differing experiences and knowledge gained from our own lives to help solve complex problems for our customers.
The catalyst for a more proactive approach to diversity in Morgan has been our recent gender pay reports and feedback from subsequent gender diversity workshops.
We have therefore improved the diversity of our candidate lists in recruitment and have a more inclusive approach using assessment to inform decision making. We have also made some key female development moves which have positively impacted retention.
Learning & Developing, whilst on Maternity Leave
Our Ignite programme cohort are focused on developing their personal and professional leadership skills, to help us achieve our vision to improve social factor, to keep our people safe and provide meaningful work that contributes to an improved society. Our future leaders inspire us to challenge ourselves to achieve more and prioritise our development too.
Our Financial Controller, Stacey, gives a candid insight into her choice to join our Ignite programme whilst on maternity leave, the most important things she has learned about maintaining a work-life balance and great advice for parents who want to focus on their professional development.
“The Ignite programme was meant to commence in 2020, however COVID occurred just as we were about to commence our first module. The circumstances actually ended up benefitting me, as I would not have been able to complete the face-to-face programme due to pregnancy and health. I have my husband to thank for his encouragement and support and I am glad he pushed me to do it.
Balancing work, and family life is always challenging, and the programme adds to that complexity. After facing my own personal mental health challenges, I am a big advocator of work-life balance and mental wellbeing, not just within my team but anyone I meet. The Ignite programme is providing me with tools and experience to help me focus on key priorities and make time for reflection, in both my personal and professional life.”
In 2021 we have relaunched our early careers programme, with an increased focus on the diversity of the cohort to build our pipeline of talent. 45% of the cohort in 2021 were female.