ESG 23 Final Single pages - Flipbook - Page 41
Festival and remains a work in progress as building the full
data-set around what can, in di昀昀erent cultures, be highly
sensitive information takes time. We are making progress
though, and in FY23 49% of colleagues globally completed
our demographic survey (FY22: 36%).
We have also extended our inclusion e昀昀orts into work tool
optimisation this year. Two notable initiatives revolve around
our Trados translation tool – used by translators all around
the world – which we have been developing to improve its
accessibility to partially sighted users, and our Lexicon tool
– which we have been reviewing to identify and moderate
words which may cause o昀昀ense in di昀昀erent cultures.
AGE
50
Undisclosed
27% 62% 9%
GENDER
Female
Male
54%
44%
2%
Undisclosed
2%
EMPLOYEE CATEGORY
MANAGER
Female
Male
Undisclosed
We are particularly mindful of the importance of diversity
at the most senior levels in the organisation including our
Board and Executive Team.
Our Board representation as at 30 September 2023 was
50/50 (Female/Male) following the appointment of Julie
Southern as Non-executive Director (NED) (and Chair as
of October 2023) and Candida Davies as Chief Financial
O昀케cer (CFO) on 3 October 2022.
Our mix in the Executive Team as at 30 September 2023
was 36/64 (Female/Male) with the appointment of Candida
Davies as CFO, and Jane Hyde as General Counsel and
Company Secretary on 3 October 2022.
We remain fully committed to addressing gender diversity
over time, principally through recruitment and training
initiatives aimed at bringing more women into technologyoriented roles and recruiting and/or internally developing
more women into management and leadership roles – our
recent Board and Executive Team appointments serving
as good examples of our commitment to this principle.
Overall, we are happy with the progress we are making
around diversity, equity and inclusion, and increasingly
see it as a genuine source of advantage in our markets.
In the engagement survey completed in September FY23,
we are encouraged by the results with an 83% favourable
response to the critical question 'RWS promotes a diverse
culture where individuals from all backgrounds feel a
sense of belonging'.
Total
46% 54% 0% 11%
FY24 goals:
• Continue to develop a uni昀椀ed diversity, equity and
inclusion strategy for the Group, guided by our
Diversity Council
NON-MANAGER
Female
Male
Undisclosed
Total
55% 43% 2% 89%
•
Drive the 'Find your people' initiative to promote
self-sustaining grass-roots small interest group
activity
YEARS OF SERVICE
Number of employees with
less than a year's service
Number of employees with
between 1 and 5 years' service
Number of employees with
more than 5 years' service
9%
54%
37%
The statistics above are from 'Diversity of our colleagues' which was carried out
as at 30 September 2023
SOCIAL RWS Holdings plc — ESG Report 2023
41
