At Mercia, our culture has always been one of acceptance and inclusion and so our approach to Diversity, Equity & Inclusion (DEI) reflects that belief.
Like many businesses, Mercia is investing time in focusing on how we can nurture DEI. We are creating a workplace that reflects the communities we serve and where everyone feels they can be true to themselves at work each day. We are building an inclusive, equal culture that encourages, supports and celebrates the diverse voices of our team, we passionately believe that this fuels higher performance, creativity and delivers better results for the team, our investees and investors.
We consider DEI to be a part of our overall People and ESG strategy at Mercia. This policy documents what we do, and is not the end point, as achieving DEI is an ongoing pursuit. We see this policy as a living and evolving document, along with our ways of working. The policy will be reviewed at least annually to ensure that it accurately reflects our philosophy, aligns with societal dynamics and complies with legislative updates.
In considering our approach to DEI we address:
- Strategy: We drive company-wide appreciation for the value DEI brings to our business. Our strategy identifies our goals and how we measure our success on this journey. And we ensure we put policies in place across our operations that embed the principles of DEI and other valuable aspects of ESG, achieving consistency in all our teams.
- Leadership: We have strong support from our Executive Team, and we train our managers to ensure their awareness of the importance and value of DEI and how to ensure it is embedded in our working practices. Our culture and Core Values support DEI.
- HR Processes: At the heart of everything we do, our People & Talent Team embed DEI considerations in all related policies throughout the employee lifecycle and measure and report our success in this area.
- Other Initiatives: Our ambition goes beyond meeting the standard, and we strive to improve our DEI achievement through wide ranging initiatives for example, training on skills such as unconscious bias.
A new Mercia Core Value for 2023 centres on being ‘Respectful’. This recognises that in our day-to-day approach, everyone at Mercia takes responsibility for making a positive financial and non-financial difference. We do this by actively contributing to the development of Mercia’s overall ESG activity, working with our portfolio companies to highlight ESG best practice and treating all contributions, colleagues, and stakeholders equally. Every team member is measured on how this value is demonstrated in their day-to-day decisions, behaviours and actions.
Measuring our achievements
We set ourselves targets that we believe will drive us to work differently and achieve progress in DEI. Today our board is currently comprised 40% women, our Exec team 25% women and our ExCo 39% women.
Our targets to be achieved by March 2025 are as follows:
40% of ExCo to be women, the industry average is 32%
25% of our Investment Committee to be women, the industry average is 24%.
This policy will be made available on Bamboo for all current team members. All new joiners will be made aware of its content as part of our general induction, and changes will be communicated by way of email, or other relevant communication media. This policy is fully supported by the Mercia Executive Committee.
Questions relating to this policy should be directed to the People & Talent Team.