Everyday inclusion
Everyday inclusion at the heart of what we do
We are committed to making everyday inclusion a reality. For us, this means embedding inclusion at the heart of everything we do and – everyday – to keep our communities safe and to be the best employer we can be.
By embracing a culture of mutual respect and recognising that our differences makes us stronger, we can work together to deliver exceptional services and build stronger, safer communities.
Our Everyday Inclusion approach underpins our commitment to fairness and equality, helping us meet our responsibilities under the Equality Act 2010 and the Public Sector Equality Duty. Read our Everyday Inclusion Plan 2025 – 2028 here.
Reflecting the communities we serve
We’re proud to be building a workplace that reflects the diversity of the communities we serve across Great Britain. Our focus on inclusivity and creating a supportive environment helps us attract a broader range of talent—while ensuring every colleague feels safe, valued, and empowered to share who they are. Explore the current diversity of our organisation here.
Our antiracism commitments
We are actively working to build an antiracist organisation, making meaningful, long-term changes to address racial inequality. We’re proud to be an employer where colleagues from all backgrounds feel empowered to bring their whole selves to work.
As we continue to grow and learn, we remain committed to reflecting the rich diversity of the UK. Read more about our Antiracism priorities here.
Measuring our progress
We are transparent about our progress and proud of the steps we’re taking.
You can also read more about over progress on Equality, Diversity and Inclusion in our Annual Report and Accounts here and annual updated within our Everyday Inclusion Plan
What Inclusion Means to Us Hear from some of our colleagues as they share what inclusivity means to them:
Closing Our Pay Gaps
We regularly analyse and report on our gender pay gap, taking proactive steps to address gender inequality. While our gender pay gap is influenced historically by a higher number of men in senior leadership and technical roles – reflecting our legacy in the mining industry – we have made significant progress in shifting this balance.
In addition to reporting our gender pay gap, we also voluntarily report pay gaps related to ethnicity, disability, and sexual orientation. Transparency in these areas is crucial to us, as it enables us to identify disparities and take informed actions to drive meaningful change.
You can read our most recent Pay Gap report here.