Inclusion & Diversity
Inclusion & Diversity
Increase the proportion of women and colleagues from other under-represented groups in leadership roles: >30% women in senior roles A - D by 2025. Continuously challenge the status quo and develop new ways to create a diverse, representative workforce at all levels.
Increase the proportion of employees from under-represented groups to be included in internal selection processes for promotion and succession planning: >30 - 40% under-represented group identified as successors for senior roles A - D by 2025.
Increase the proportion of employees from under-represented groups in external recruitment efforts, while continuing to select solely on merit: >40% under-represented group candidates hired by 2025.
Ensure managers at all levels demonstrate effective leadership with due regard to inclusion and diversity, and receive training in inclusive leadership: >95% of managers will undergo training on Inclusive Leadership by end of 2023.
Deliver relevant processes including, but not limited to, recruitment, learning and development, succession planning and reward in a way that promotes equality and respects inclusion and diversity.
Improving our gender balance
Improving the gender mix within the business is a priority for Urenco and we have updated our goals linked to retention, inclusion, development (including training), succession planning and recruitment. Our Gender Pay Gap Report not only provides our gender pay gap data for our UK legal entities, but also sets out our annual targets and progress against the global goals we have set ourselves to increase diversity in our workforce.
You can see all of our previous reports on our dedicated page or read our latest report below.
Our employee networks
In 2022 we expanded our global employee network groups, which now include the Women’s Network, Carer’s Network, Pride at Urenco, Young Person’s Network, Neurodiversity Support Network and Ethnic Diversity Employee Network. Each group acts as a support mechanism for all employees, which aims to raise awareness of potential issues, improve the working environment and boost employee morale.
Scroll through the slider below to find out about each network.
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Carer's Network
Our Carer's Network aims to complement the existing support that is in place throughout Urenco. An informal network for all carers, it provides a safe place to talk and share experiences, resources and knowledge. The power of being listened to cannot be underestimated, especially when facing challenges as a carer.
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Ethnic Diversity Employee Network
The Ethnic Diversity Employee Network (EDEN) is a platform which advocates for the welfare of ethnically diverse colleagues at Urenco. The network aims to champion the cultural diversity within the company by celebrating key events, including Black History Month, Ramadan and Diwali. The group hopes to nurture meaningful connections in ways that will foster a strong sense of belonging, ultimately making Urenco a more inclusive place to work.
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Neurodiversity Support Network
Neurodiversity Network is the newest of our employee networks, which creates a positive and welcoming forum for discussion, sharing concerns, experiences, ideas and opportunities. They seek to raise awareness around the challenges faced by neurodiverse people in the workplace and champion tools and solutions to improve accessibility and productivity.
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Pride at Urenco
The Pride at Urenco Network is an informal network for members of the LGBTQ+ community and allies at Urenco. In 2022 this network introduced rainbow lanyards for all employees to wear and show support of the Pride at Urenco network. Its core organising team is made of representatives from all offices and sites, who work to raise awareness of key dates and issues internally as well as working with external LGBTQ+ networks to learn best practice and support a more inclusive and diverse nuclear industry.
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Women's Network
Our Women’s Network aims to help women, their colleagues and the business to succeed through networking, mentoring and knowledge sharing. By providing a safe space to raise awareness of issues, share experiences, receive advice and inspiration from role models, the group represents women at Urenco and acts as a support mechanism that can help to improve the working environment and boost employee confidence.
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Young Person's Network
Urenco's Young Persons Network (YPN) is a group-wide support network for early-career employees, young professionals, and the much needed supporters of this talented group. This is a fantastic opportunity for early-career employees to broaden their network and knowledge of Urenco and the wider nuclear industry. The network has an internal and external focus, looking to drive activities within Urenco, but also expanding wider to other organisations such as the Nuclear Institute’s Young Generation Network in the UK.
