Fairness, awareness, inclusion and respect (FAIR) play a crucial part in our culture and it is important everyone in our business understands and embraces these values.
We celebrate everyone’s individuality and recognise how a diverse workforce and inclusive culture help our business to be stronger and more successful.
Our advocacy networks
Our advocacy networks and communities celebrate, inspire and support employee groups in our business.
Network of Women (NOW) An open and inclusive forum for women and allies, NOW hosts inspiring talks, provides mentoring opportunities, and promotes gender equity across all levels of the business. The network is committed to fostering a diverse and supportive environment where everyone - regardless of gender - can thrive.
LGBT+ Network A safe, visible, and supportive space for LGBT+ colleagues and allies. This network celebrates identity and inclusion through events such as Bristol Pride, awareness campaigns, and peer support. Allies are encouraged to engage, learn, and stand alongside LGBT+ colleagues in creating a more inclusive workplace.
Armed Forces Network Supporting veterans, reservists, and ex-service personnel, this network also welcomes allies who want to understand and champion the unique skills and experiences of those with military backgrounds. As a signatory of the Armed Forces Covenant and a forces-friendly employer, we are proud to honour and support those who have served.
Neurodiversity Community A welcoming space for neurodivergent employees and allies to share experiences, raise awareness, and promote understanding. Covering conditions such as autism, ADHD, dyslexia, and more, this community helps foster an environment where neurodiversity is recognised as a strength and supported through inclusive practices.
These networks are more than support groups - they are active drivers of change. By embracing diversity, ensuring equity, and practicing inclusion, we build a culture of belonging where every individual, including allies, feels valued and empowered to contribute.
Allyship
Our allyship network supports people in our workplace from minority communities or those who may feel marginalised. It plays an important role in advocating our FAIR values and ensuring help is there when our employees need it most.
FAIR Committee
We’ve brought together a passionate and diverse group of people who care deeply about creating a fairer, more inclusive workplace for all.
The FAIR committee is made up of individuals from across our organisation, different departments, roles, locations, backgrounds, and life experiences.
They regularly collaborate with our employee networks and community groups to make sure all voices are heard.
The award scheme recognises organisations that pledge, demonstrate or advocate support to defence and the armed forces community and align their values with the covenant.
“Receiving the gold award is a tremendous honour and a reflection of our deep-rooted commitment to the armed forces and cadet community,” said Jops Hill, Social Value and FAIR Coordinator.
“It not only recognises our policies, but also the culture we’ve built; one that values service, supports transition and celebrates the unique strengths of those connected to the armed forces.”
Our concrete mixer with Royal British Legon livery. The award follows last year’s re-signing of our Armed Forces Covenant, which reaffirmed our commitment to being a forces-friendly employer and a fair, respectful and inclusive company.
We continue to champion the covenant across our sector, encouraging our supply chain and partners to sign up and progress through the ERS.
Our support includes offering enhanced paid leave for reservists and cadet instructors, maintaining open communication with line managers and ensuring flexibility around training and deployment.
It also extends to the cadet movement through sponsorship, volunteering and mentoring opportunities, helping young people develop skills and confidence for the future.
We actively work with the Career Transition Partnership and Forces Families Jobs to welcome former service personnel and their families into our workforce, recognising that they offer a range of transferable skills that can make an important contribution to our business.
Internally, we’ve cultivated a supportive and inclusive culture through our Armed Forces Network to offer peer support, raise awareness and drive meaningful engagement across our business.
Heidelberg Materials has won Chapter One’s Above and Beyond Award 2024-25 in recognition of our incredible support for the literacy charity.
Chapter One provides online reading sessions and a free online library of stories to help children improve their literacy and gain a love of reading.
The award was part of the charity’s annual Partner, Volunteer and School Recognition Awards, which celebrate the dedication of the charity’s partners and volunteers and the schools it collaborates with to help children to read.
Alongside the commitment of our employees volunteering to take part on online reading sessions, the also charity highlighted our internal children’s story writing competition including the book launch at a school in Peterborough and the printing of 10,000 copies for children across the country. In addition, we were praised for our donation of £10,000 to buy 175 noise-cancelling headsets.
Social Value and Fair Coordinator Jops Hill collected the award from Chapter One CEO Emma Bell at a ceremony at the offices of London law firm CMS on 17 June.
Following this success, we’re looking for more volunteers to take part in one-to-one online reading sessions to help children to read.
We launched our Neurodiversity Community. This initiative complements our existing networks within the business and is a further our commitment to fostering an inclusive and supportive workplace.
Our goal was to create a safe and welcoming space where neurodiverse individuals and allies can come together as a community. Our community is people-led, with the common goal of providing support.
