Fairness, inclusion and respect

Our policy

We will be a fair, respectful, and inclusive company; encouraging a culture that values openness and transparency and recognises individual achievement. 

Our 2030 commitments

Our progress

We will employ a minimum of 10% of women in operational roles and 20% overall within Hanson

2.9% of women in operational roles and 16.4% overall within Hanson in 2022, down from 19.2% in 2021.

We will have 25% of women in senior roles by 2025

11.1% of women now in senior roles. 

We will ensure all employees are fully trained and competent for their roles

Following the full lifting of all COVID 19 restrictions training hours significantly increased from 56,941 hours in 2021 to 73,760 hours in 2022; an increase of 29.5%

We will identify the specific diversity-related requirements of our employees, and fully integrate these into our business culture

The fairness, inclusion, and respect (FIR) committee was renamed as FAIR (fairness, acceptance, inclusion, and respect) to reflect changing requirements and commitments.

Expansion of our employee networks to deliver our FAIR aims with the launch of LGBT+ Network and an overall strategic inclusion action plan

The number of women in overall within Hanson has decreased by 2.1% due to a section of the workforce at the shared services centre at Chipping Sodbury transferring to the Heidelberg Materials global structure.

Our purpose driven Change programme was recognised with a Highly Commended award for Best Business Transformation Initiative the 7th Annual Business Culture Awards which celebrates the companies taking the greatest strides in building an exceptional company culture. We were also finalists in the Best Large Organisation for Business Culture category.

FIR in action

Updated FAIR strategy

Our vision is for every employee to feel valued, empowered and accepted for who they are. Inclusion is not about viewing everyone as the same but respecting everyone is different. We believe in the effectiveness of engaged and empowered employees, where everyone, whatever their background, gender, ethnicity, or sexuality, has the opportunity to reach their full potential and contribute to the success of our business. 

In 2022 we developed our inclusion strategy and action plan covering gender, age, staff turnover, apprenticeships, awareness, business culture, engagement, policies, and procedures to ensure FAIR practices are embedded within the business.

Women in business

Our Network of Women (NOW UK) group, which has over 100 active members, provides a networking platform to facilitate collaboration, discuss challenges and support female colleagues in fulfilling their career goals.

On International Women’s Day we supported calls to ‘break the bias’ to ensure all employees reach their full potential.

LGBT+ Network

Our LGBT+ Network works towards making everyone in our business feel valued, empowered, and accepted. The network is open to all employees, not just those from the LGBT+ community.

To mark the 50th anniversary of Pride marches in the UK and show our support for the LGBT+ community, we gave one of our ready-mixed concrete mixers and an aggregates tipper truck a colourful makeover.

The vehicles made deliveries across the Bristol area and were also part of our presence at the Bristol Pride festival. Members of our team also took part in the walking parade, wearing customised Hanson-branded Pride clothing and hard hats.

We also became the first building materials supplier to become a member of Building Equality a UK-wide alliance of built environment organisations driving LGBTQ+ inclusion.

Earn and learn training

We have been awarded gold membership of the 5% Club, through its accredited employer audit scheme, for the second year running.

The award demonstrates our proven commitment to investing in our workforce through a board range of ‘earn and learn’ programmes such as apprenticeships and our graduate programme. These bring fresh talent and diverse perspectives to our organisation and help support and educate our workforce so they can fulfil their career ambitions.

The 5% Club has more than 750 members all of which are committed to taking positive action for increased, inclusive, and accessible workplace training for all.

We have surpassed our pledge of having a minimum of 5% of our workforce enrolled on a formalised apprentice, sponsored student and/or graduate development scheme, with 10.8% of our workforce in earn and learn positions.

Graduates and apprentices

2022 was a landmark year for our early talent recruitment – our 10th intake on our Leadership, Education and Development (LEAD) programme, the largest contingent of concrete apprentices and an expanded graduate scheme with seven graduates and 15 LEADs joining Hanson. 

The graduate scheme has increased to include finance, sustainability, and contracting teams alongside concrete, aggregates and cement and the successful programme has evolved and developed over the years with the business needs.

We are supporting Minerals Matter, a new industry awareness initiative to educate and attract talented young people into our business. As part of its activity, it aims to build closer links with schools and colleges and showcase the minerals industry and its career opportunities. Job roles featured on its website include three of our employees – geologist Adam Chapman, LEAD apprentice Ella Maciver and district operations manager Matt Jarvis – while a fourth, district operations manager Emily Stevenson, provides the narration for three videos introducing quarrying.

Armed forces covenant

As a customer of Remit Heidelberg Materials, we wanted to share with you that as an organisation we have chosen to sign The Armed Forces Covenant and hold a Silver Defence Employer Recognition Scheme Award.

The Armed Forces Covenant is a promise by the Nation ensuring that those who serve or have served in the Armed Forces, and their families, are treated fairly.

Advocating for the Covenant and the Armed Forces community is really important to us and therefore we would love for our suppliers and customers to consider their own partnership with Defence through signing the Armed Forces Covenant themselves as there are many tangible benefits to an organisation when they do.

If you would like to find out more, our Defence point of contact is Emily Kadoch at Wessex Reserve Forces & Cadets Association, wx-reed2@rfca.mod.uk. Emily would love to update you on the benefits available to an organisation that choses to partner with Defence through the Armed Forces Covenant.  

It is completely free of charge for an organisation to sign the Armed Forces Covenant and is a great way to showcase and be recognised as Armed Forces friendly employer.

Armed Forces Covenant - Employer recognition scheme - Silver Award