Message from the Chief Executive
This policy sets out the approach the Company is taking to creating a more diverse
and inclusive workplace. A key strategic aim of Rentokil Initial is to be recognised as
a world-class employer of choice, which is able to attract, recruit and retain the best
people from the widest possible pool of talent. As a Company, we strongly believe
that a more diverse and inclusive workforce will boost our financial performance,
enhance our reputation, support innovation and increase colleague engagement.
We are also committed to ensuring we create a working environment where
everyone can feel safe, contribute, develop and be rewarded for the value they bring
to our organisation. As such, we are opposed to all forms of discrimination,
harassment and victimisation and will not accept any of these being committed
towards or by any of our employees.
To achieve these ends, in 2017 we revised both our Board Diversity Policy and
Group Diversity, Equality & Inclusion (DE&I) Policy to ensure our continued focus on
this area and drive the right actions to deliver improvements and this policy is
reviewed annually. Having increased our focus on diversity in recent years, we are
making progress in a number of areas, including:
● Being rated Britain’s Most Admired Company for Diversity & Inclusion in 2019;
● Ranking 7th in the FTSE 100 for the gender diversity of our leadership team in
the 2021 Hampton Alexander Report (up from 46th in 2017);
● In our 2019 Your Voice Counts employee survey, 96% of global colleagues
stated they do not feel that we preclude men and women from having equal
opportunities to succeed in Rentokil Initial;
● As of 30th September 2021, the Rentokil Initial plc Board is now 38% female
(up from 33% in 2018) and senior leadership at WL4 and above is comprised
of 32% women (up from 24% in 2017);
● In the first Parker Report, published in February 2020, Rentokil Initial was
named as one of the companies to have already met the recommendation for
the board of each FTSE 100 listed company to have at least one director of
colour by 2021. As of 30th September 2021, our Board is comprised of 25%
members who are defined or self-identify as ethnically diverse.
● We have also in 2021 commenced the rollout of our new global diversity,
equality and inclusion leadership programme. Our goal is to have rolled this
programme out to all of our 1,900 managers around the world by the middle of
2022.
While our achievements so far demonstrate that we have made a good start in
creating a working environment where diversity, equality and inclusion are actively
supported and encouraged, there is always more we can do. To ensure our focus
and progress on DE&I is maintained and upheld, we will review and, where
necessary, update this policy whenever required and at least once a year.
Thank you for your support.
Andy Ransom
Chief Executive
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Rentokil Initial plc
Group Diversity, Inclusion & Equality Policy
This document sets out the Group Diversity, Inclusion & Equality Policy of Rentokil
Initial plc (the “Company”). In countries where applicable, additional local policies
covering discrimination, equal opportunities and diversity are in place to ensure
compliance with local laws, rules and regulations. Please speak to your local HR
representative for more information. Please also refer to the Code of Conduct for the
Group’s policy on Equality and Fairness.
THE IMPORTANCE OF A DIVERSE AND INCLUSIVE CULTURE
A key strategic aim of Rentokil Initial plc is to be recognised as a world-class
employer of choice, which is able to attract, recruit and retain the best people from
the widest possible pool of talent. Therefore, we are committed to creating a diverse
and inclusive working environment for all colleagues by, at all times, striving to be an
organisation which values everyone’s talents and abilities and where diversity,
inclusion and equality are actively supported and encouraged.
We want our workforce to reflect the diverse nature of the business environment and
markets in which we operate and the customers that we serve. We believe a more
diverse and inclusive workforce will boost our financial performance, enhance our
reputation, support innovation and increase colleague engagement.
As a Company, we are also committed to ensuring we create a working environment
where everyone can feel safe, contribute, develop, be rewarded for the value they
bring and enjoy long and fulfilling careers with our organisation. As such, we are
opposed to all forms of discrimination, harassment and victimisation and will not
accept any of these being committed towards or by any of our employees.
This commitment includes communicating to all managers and employees, via our
Code of Conduct and associated training, about their rights and responsibilities
under this policy. These responsibilities include staff conducting themselves to help
the organisation provide equal opportunities in all areas of employment, and
preventing any form of harassment, victimisation and unlawful discrimination as set
out in our Code of Conduct.
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OUR DIVERSITY AND INCLUSION POLICY
We will promote a working environment for all employees that is free from
discrimination, harassment and victimisation of all types and where everyone will
receive equal treatment regardless of (but not limited to) their:
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Age
Religion
Ethnic or national origin
Marital status
Hours of work
Sexual orientation
Race
Skin colour
Gender
Disability
Socioeconomic background
Pregnancy/maternity and parental status
Any decisions relating to employment practices will be objective, free from bias and
based solely upon objective work criteria and individual performance. We will
therefore actively promote diversity and inclusion and ensure equal treatment across
all employment practices and policies, including (but not limited to):
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Recruitment and selection
Training and development
Appraisal, pay and promotion
Working practices (for example, hours of work or parental leave)
Disciplinary practices
Dismissal (including selection for redundancy)
Retirement
When considering the recruitment, selection, development, promotion, appraisal and
pay of any colleague, we will do so on merit-based objective criteria. Specifically,
when it comes to recruitment, Rentokil Initial will always seek to appoint the most
suitable and qualified candidate for any job and will endeavour to find such
candidates from the widest possible pool of talent.
The Company is committed to ensuring colleagues receive equal pay in
employment, and particularly to ensuring that its male and female employees receive
equal pay for work rated as equivalent or work of equal value. The Company’s
adherence to this will be published annually in our Gender Pay Report.
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ENSURING EQUALITY AND FAIR TREATMENT FOR ALL
The Company is committed to treating all employees and any other individuals with
dignity and respect and ensuring a discrimination-free environment for all. Our Code
of Conduct stipulates clearly that it is usually unlawful and always contrary to our
policies and values to give less favourable treatment or engage in any conduct that
negatively affects another colleague or to harass another person on the basis of
gender, age, race, skin colour, ethnic or national origin, marital status, pregnancy,
disability, religion, sexual orientation or other discrimination forbidden by local law.
Rentokil Initial will not tolerate any verbal or physical conduct that could be
considered intimidating, hostile or offensive and will take appropriate action in cases
of unacceptable conduct. We expect all colleagues to take personal responsibility
for upholding company standards by treating with dignity and respect all parties with
whom they come into contact in the course of our business and to behave in a
professional and courteous manner and not to engage in harassment, bullying or
offensive behaviour in the workplace.
The Company will treat seriously any complaints from our colleagues of harassment,
victimisation and unlawful discrimination by fellow employees, customers, suppliers,
visitors, the public and any others in the course of the organisation’s work activities.
Such acts will usually be dealt with under the Company’s grievance and/or
disciplinary procedures relevant to the country or region in which they occur, and
appropriate action will be taken as required. Particularly serious complaints could
amount to gross misconduct and lead to dismissal without notice.
MONITORING, COMPLIANCE AND REPORTING
The management of the Company will ensure that Rentokil Initial is developing and
implementing appropriate policies, programmes and initiatives that promote diversity,
inclusion and equality at all levels of the organisation globally.
The Company will ensure that it complies with all relevant global and local laws,
rules and regulations. Rentokil Initial is committed to continuing to meet and uphold
the recommendations made in the Hampton-Alexander Review on improving gender
balance in FTSE leadership, which set a target of 33% female Board representation
by 2020. The Company will strive to maintain an effective and appropriate gender
balance across all levels of the organisation and will specifically focus on improving
female representation across our senior management population.
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The Company is also committed to continuing to meet the recommendations set out
in the Parker Review, which has set a target that the board of each FTSE 100 listed
company should have at least one director of colour by 2021.
The Company will provide reporting and updates on its diversity, inclusion and
equality activities and progress in the Annual Report and other reports (such as the
Gender Pay Report) where appropriate including:
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the gender and ethnic composition of the Board and senior management; and
the policies and initiatives the Company has in place and the steps it is taking to
promote diversity, inclusion and equality across the Company.
The Company will review and, where required, update this policy at least annually to
ensure it remains relevant, appropriate and effective in supporting our aim to create
a diverse and inclusive working environment for all employees.
October 2021
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