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    We are a science-led global healthcare company with a special purpose to improve the quality of human life by helping people do more, feel better, live longer.

    Every day, we help improve the health of millions of people around the world by discovering, developing and manufacturing innovative medicines, vaccines and consumer healthcare products. 

    We are building a stronger purpose and performance culture underpinned by our values and expectations - so that together we can deliver extraordinary impact for patients and consumers and make GSK a brilliant place to work.

    Our values are Patient focus, Transparency, Respect, Integrity.
    Our expectations are Courage, Accountability, Development, Teamwork.

    Key Diversity Information:

    “We take pride in being a company where everyone can be themselves, and where diversity is embraced and celebrated. At GSK, we all hold ourselves accountable for ensuring that respect and inclusivity are at the very heart of our culture as a company.

    • Emma Walmsley, CEO, GSK

    As a company which improves the lives of hundreds of millions of people globally with our medicines, vaccines and consumer products, we take pride in providing access to all – but we have an opportunity and obligation to do more to improve inclusion and diversity: for our people inside GSK; in the way we do business; and in the communities where we operate. 

    We want our company to be a place where diversity of people and thought is valued everywhere and where we’re all able to be ourselves and feel a sense of belonging. Getting this right will strengthen our performance, by bringing us even closer to the needs of our customers and of each other. 

    GSK has announced aspirational targets to make further progress on its gender and ethnic diversity representation in senior leadership…

    As a result of work to increase female representation in senior roles, GSK has already exceeded its target of 37% of VP-level and above roles being filled by women. The company will now extend this to increase female representation in VP level and above roles to at least 45% by 2025.

    In the US, a new target of at least 30% ethnically diverse leaders by the end of 2025 is now in place to increase representation from the current level of 23%. In the UK, the new target is at least 18% ethnically diverse leaders by the end of 2025, from a current level of 11%.

    We are a global alternative investment management company where clients come first

    Our core purpose is to deliver returns for our clients who entrust their assets to our care.

    We do this by placing enormous trust in our people – a diverse, talented and creative team – who each take responsibility for their part in making Marshall Wace the rigorous, disciplined and innovative company it is.

    Integrity is fundamental to how we operate. It underpins how we treat our clients, our people, our investments and our communities.

    We hold ourselves to high standards and aim to lead by example. We are signatory to several industry standards, including the UN supported Principles of Responsible Investing.

    Diversity information

    We are committed to social responsibility

    Individually and collectively, we look for opportunities to contribute to society through charitable and support initiatives. We wish to set ourselves ambitious, measurable and data driven corporate responsibility targets. We match staff donations up to £12,000 per annum and our founders also found the Ark School initiative. 

    We also give grants of up to £5,000 per employee to attend conferences or study new topics in order to advance their knowledge as well as fully paying for any professional qualifications that staff wish to take. 

    Gallery:

    https://vimeo.com/516169123

    Vodafone is a leading telecommunications company keeping society connected and building a digital future for everyone. 

    Our purpose is to “connect for a better future” and our expertise and scale gives us a unique opportunity to drive positive change for society. Our networks keep family, friends, businesses and governments connected and – as COVID-19 has demonstrated – we play a vital role in keeping economies running & the functioning of critical sectors like education and healthcare.

    We are optimistic about how technology & connectivity can enhance the future & improve people’s lives. Through our business, we aim to build a digital society that enhances socio-economic progress, embraces everyone and does not come at the cost of our planet.

    Diversity & Inclusion: 

    At Vodafone, we embrace and welcome everyone.

    We’re proud to offer equal opportunities regardless of age, cultural background, disability, gender, marital status, nationality, political belief, race, religious or sexual orientation. Our difference makes us stronger. The best innovations happen when diverse people with different perspectives collaborate. That’s why we’re building an environment where everyone can thrive. Where we track our progress through regular check-ins rather than annual surveys. And where everyone plays a part in making people feel welcome and accepted. 

    From networks such as the LGBT+ Friends Network, vodAbility to the Multicultural Inclusion Network, from policies such as the globally-renowned 16-week paid parental policy to those that support victims of domestic abuse. We have a number of policies, processes & people networks that help us thrive in our work environment.

    Gallery: 

    Belonging at work: https://www.instagram.com/tv/CUVF8ZhDDJy/?utm_source=ig_web_copy_link

    #ChoosetoChallenge: https://www.youtube.com/watch?v=uymRH7ASoTY

    LGBT+ Inclusion at work: https://www.youtube.com/watch?v=Ph3seCT3kZM

    Avanade is the leading provider of innovative digital and cloud services, business solutions and design-led experiences on the Microsoft ecosystem. Avanade came to life in 2000 in the middle of the dot.com boom. Many companies started with high hopes and fizzled, but we’re still here. Perhaps it’s the strong support of our parent companies, Accenture and Microsoft, or maybe it’s because we have grown and learned as a team, looking out for each other, celebrating our differences and challenging each other to see where our passion and skills around digital innovation can take us.

    Avanade is made up of 50,000 individuals. People who share a passion for technology, who push beyond their comfort zone and always bring an open mind and who really care about making a genuine human impact at work. We put them together to solve some complex challenges and bring to life possibilities for our clients around the world.

    Our purpose is to make a genuine human impact and doing so starts with creating a company that welcomes every individual and harnesses the unique perspectives they bring with them every day. We celebrate the diversity of our teams and Avanade is a place where everyone can be themselves and are empowered to do their best work.

    Diversity information:

    At Avanade, Inclusion & Diversity is part of everything we do, from the way we treat people to how we make decisions, to the solutions we take to market. We believe it’s a discipline that must be practiced with vigilance every day.

    Avanade has pursued a deliberate and purpose-driven strategy around Inclusion & Diversity (I&D) since our founding in 2000. It started with our focus on a challenge that we face: the lack of women in the technology industry. To address that, we had to go to the root of the problem, which was attracting girls and young women to STEM, offering scholarships and creating programs. But Inclusion & Diversity is not limited to one group of people or one challenge. Inclusion is everyone, everything, every day. It’s the rising tide that lifts all boats. If our inclusive culture doesn’t consider all races, gender identities, ethnicities, sexual orientations, disabilities, ages, religions – all people and all phases of life – it falls short.

    In 2019, Pam Maynard became not only Avanade’s first woman CEO, but the first CEO who is a woman of colour. She is passionate about building on the I&D foundation Avanade had already established with a comprehensive strategy that involves every person at Avanade. In 2020, Hallam Sargeant joined Avanade as our first Chief Inclusion & Diversity Officer to help accelerate this vision.

    Inclusion: ensuring all individuals feel respected, heard, and that they can do their best work

    Diversity: ensuring our workforce demographics reflect our clients and communities

    Belonging: ensuring that everyone can be their authentic selves at work and that they feel welcomed and valued

    To prioritise these concepts, we must invest in tangible, positive actions: create an inclusive culture, activate allyship, increase representation, accelerate development, communicate with transparency and amplify employee networks.

    Arup is the creative force at the heart of many of the world’s most prominent projects in the built environment and across industry. We offer a broad range of professional services that combine to make a real difference to our clients and the communities in which we work. We are truly global. We have worked in more than 145 countries serving more than 7,000 clients. Our 16,000+ planners, designers, engineers and consultants deliver innovative projects across the world with creativity and passion. Founded in 1946 with an enduring set of values, our unique trust ownership fosters a distinctive culture and an intellectual independence that encourages collaborative working. This is reflected in everything we do, allowing us to develop meaningful ideas, help shape agendas and deliver results that frequently surpass the expectations of our clients. The people at Arup are driven to find a better way and to deliver better solutions. 

    • Diversity information:

    Equality, Diversity and Inclusion (EDI) is part of our DNA and we continually review our strategies and evolve our practices to redefine what diversity and inclusion means to our people and how we embed it as ‘business as usual’ across our firm.  

    We aspire to be – and work hard to be – an organisation which recruits, retains and develops a truly diverse workforce reflective of the communities we serve and the kind of place where people are proud to work.  

    Total Inclusion is UKIMEA's over arching plan for 2019-2021. It sets out what we want to achieve in EDI.  We’ve been working on a number of activities with many more to  come: 

    ​We launched the Women in Leadership programme designed to support high-potential women in developing their leadership skills and to assist with reaching our commitment to employ 40%-60% of each gender at all levels of the firm as soon as we can reasonably do so. 

    We provided workshops on challenging inappropriate behaviour to equip people with the tools and confidence to address some of the issues highlighted in the Inclusion Diary Room. Look for upcoming sessions in Moodle or speak to your Office Leader. 

    ​We celebrated National Inclusion week by showcasing excellence in EDI on our project work. 

    We achieved Bronze status in the National Inclusion Standard. 

    We celebrated Black History Month with a programme of events including. 

    We developed and launched the Inclusive Design e-learning on Moodle in collaboration with the Inclusive Envionrments team.

    • About:

    Cummins Inc. is a global power leader with complementary business segments that design, manufacture, distribute and service a broad portfolio of power solutions. Our culture is one that believes in POWERING YOUR POTENTIAL. We provide global opportunities to develop your career, make your community a better place and work alongside today’s most innovative thinkers to solve the world’s toughest problems. We believe in flexibility for you to explore your passions and make an impact through meaningful work within our diverse workforce

    • Diversity information:

                   Cummins Diversity Statement:

    • Cummins employees come from different backgrounds and experiences and aspire to a workforce that is representative at every level of the communities in which Cummins operate around the world. They are each unique in their perspectives and passions. Employees have varied experiences and personal motivations that drive them. They are united in their relentless desire to see a world, a workplace, a team where all people are embraced for who they are and what they aspire to do.
    • At Cummins, diversity, equity and inclusion is a business imperative. Having diverse, equitable and inclusive workplaces allows Cummins to attract and retain a truly global workforce. Diversity, equity and inclusion enable Cummins’ ability to bring the right combination of perspectives, insights and skills to solve the challenges of today and tomorrow. As part of Cummins’ global commitment to diversity, equity and inclusion, it is taking proactive measures to review talent management and accountability systems and processes to mitigate bias and ensure the equitable acquisition and advancement of all talent.
    • Discover a company founded on unwavering values and willing to solve problems for our customers, communities and environment to make the world a better place. 

                   Employee Resource Groups within Cummins

    • With more than 150 employee resource groups (ERGs) worldwide, Cummins constantly seeks new ways to provide ample opportunities for leadership training, cross-cultural learning and professional development. Established around the world, ERGs are open to all employees and organized by different facets of diversity like gender, age, disability, sexual orientation/gender identity, multicultural and military status.
    • ERGs at Cummins are voluntary, employee-led groups that serve as a resource for members and the company by helping to foster a diverse and inclusive workplace aligned with Cummins’ mission, vision and values.
    • The Cummins Global Inclusion Leadership Council (GILC) was created to more closely knit together the array of global ERGs to amplify the voices they represent and harness their collective power to effect positive change within the company. Through this global council, each dimension of diversity has a global executive sponsor and chair to help ERGs work across regions creating unprecedented, positive impact within Cummins.
    • The following dimensions of diversity have representative ERGs and GILC chairs:
    • Age
    • Disability Inclusion
    • Gender
    • Military Status
    • Multi-Cultural (Race/Ethnicity)
    • Sexual Orientation/Gender Identity

    Learning and Development:

    • Cummins leaders understand the importance of diversity, equity and inclusion to our global company. Cummins continually seeks to increase awareness and grows DE&I skill by educating all employees on cultural competence, valuing difference, and fostering an inclusive environment. We encourage every employee to take personal ownership and accountability for DE&I. We offer a wide range of learning and development opportunities. Here are some of our development programs focused on aspiring leaders:
    • Global Leadership Development Program was first launched in 2010 with a goal to better leverage our key talent globally. The program focuses on individual and team development.
    • Global Leadership Representation was first launched in 2010 with a goal of providing focused mentoring and visibility to our up-and-coming leadership talent across the globe. The program also supports our global diversity and inclusion goals of developing women and minority employees.
    • Here are some of our training opportunities for all employees:
    • Communicating Across Cultures 
    • Culture and Its Effect on Communication 
    • LGBTQ+ Safe Leader Training 
    • Preventing Sexual Harassment 
    • The Spectrum of Diversity and Inclusion 

    I Belong at Cummins – Cummins Careers YouTube 
    https://www.youtube.com/watch?v=s3dZL6rs0fk  

    We are Newton.  

    We’re a team of the brightest and most curious minds with a fundamental belief that every organisation can be better. 

    We crack some of the toughest business and public sector challenges of the day. Not with reports or copy and paste thinking. But by pinpointing and implementing the changes that will make the biggest difference – and then guaranteeing our fees against delivering measurable results. 
     
    We never start out assuming we know the answer, but we’re always certain we’ll find it and see it through to the finish. By uncovering the data that means the most important decisions are made with facts, not opinions. By bringing together people who live and breathe delivering results. And by embedding in client organisations this same passion, self-belief and know-how to thrive on any challenge in the future. 

    Diversity Information:

    Newton has multiple networks for both allies and members of the group in question. These include the Wom-N network, the Disability Network, N-Pride and the Ethnicity Network. In turn, the networks run various events. For example, we have had a Gender Month (involving feminist speakers such as Sara Sandford, discussions of masculinity from David Brockway, and a book club focusing on Criado Perez’s Invisible Women). A Black History Month, including a Black Voices Panel session is occurring over October. Newton regularly runs Lunch and Learn discussion groups, to allow employees to learn from the perspectives of others – a recent Lunch and Learn about transgender perspectives was attended by over 100 employees.

    Diversity and Inclusion

    We are an award-winning consultancy that’s committed to closing the digital skills gap and making data, AI, and technology accessible for all. We do this by hiring graduates and junior professionals without any relevant skills or experience in data, AI, or technology, and paying them to train over 15 weeks. Once trained, our consultants are assigned to leading UK clients for a period of two years where they apply the skills acquired to real-world projects.

    Our mission is to develop a diverse workforce for the technology industry and make Kubrick a place for everyone, regardless of gender identity, ethnicity or nationality, disability, religion, sexual orientation, socioeconomic background, or age. We strive to build a workforce that is representative of the society we operate in. We look to consider diversity in everything we do, and have implemented some more specific initiatives:

    Our network of Diversity Champions brings their passion for inclusion into Kubrick by acting as ambassadors to educate and support colleagues, as well as advocate for positive change.

    Our consultants all have dedicated success managers providing them with the help and support they need, both during their training, and while deployed onto our client sites.

    We help amplify the voices of underrepresented groups in our industry through a variety of initiatives which include podcasts and live events.

    We have developed partnerships with organisations such as Young Data Minds and Women in Data to help improve diversity in the industry.

    We have started supporting young people to develop an awareness of careers in tech through outreach events in schools.

    We are proud sponsors of social mobility charity Shadow to Shine and are working closely with them on a variety of initiatives to increase diversity in technology.

    And we are continuously looking for more new ways in which Kubrick can play a leading part in improving diversity in tech, and support everyone to fulfil their potential.

    Videos:-

    Become a Kubrick consultant even without any data experience!

    Gallery:

    About
    Jane Street works differently. We are a quantitative trading firm active on more than 200 trading venues across 45 countries. As a liquidity provider and market maker, we help form the backbone of global markets. Our approach is rooted in technology and rigorous quantitative analysis, but our success is driven by our people.

    Our bright, beautiful offices in the heart of New York, London, Hong Kong, and Amsterdam are open and buzzing with conversation. We come from many backgrounds and encourage travel between offices to share perspectives. Some of our best ideas come from bumping into a colleague at the office coffee bar.

    Markets move fast. Staying competitive as we’ve grown has required constant invention—of new trading strategies, technology, and processes. We’ve found this is easier when you hire humble, kind people. They tend to help each other, and prioritize teamwork over titles.

    We invest heavily in teaching and training. There’s a library and a classroom in every office, because deepening your understanding of something is considered real work. Guest lectures, classes, and conferences round out the intellectual exchanges that happen every day.

    People grow into long careers at Jane Street because there are always new and interesting problems to solve, systems to build, and theories to test. More than twenty years after our founding, it still feels like we’re just getting started.

    Diversity information:
    Culture
    Work at Jane Street is exciting and challenging. We trade in incredibly competitive, fast-paced environments, and feedback on successes and failures is quick and tangible. This allows for constant evaluation and improvement of our strategies and performance.

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