Diversity and Inclusion

Our Diversity and Inclusion policy

Halma is committed to building inclusive businesses. We believe that this is essential to the success of our business and to achieving our purpose of growing a safer, cleaner, healthier future for everyone, every day.

Everyone should have the right to feel welcome at work and supported to bring their full and authentic self with no fear or consequences. Inclusion at Halma is an enabler to connect the diverse perspectives and unleash the full power of our people, our partners and our businesses.

A core strength of Halma’s business model is connecting our network of diverse businesses around the world. This diversity enables us to innovate and learn fast. By creating an inclusive environment where everyone can freely contribute their own unique viewpoints and capabilities, we all grow stronger together.

Our vision is that our businesses reflect the communities in which they live and work; diverse and wholly inclusive of all people, whatever their background. We want to be supportive and inclusive of everyone’s individual needs and foster environments where everyone feels valued, respected and supported to fulfil their potential.

We are making good progress towards achieving that ambition, but there is more we can do. All stakeholders, including employees, customers, investors and commercial partners are encouraged to help us to find new opportunities for improvement and work together with us to realise our vision of an inclusive business.

Embedding diversity and enabling a culture of inclusion

We have continued to make progress on gender diversity, and we are pleased to have achieved the Hampton-Alexander Review gender diversity targets for Executive management. Following our AGM in July 2021, Halma’s Board and Executive Board will be 44% and 78% women respectively. The three Sector Chief Executives who lead our portfolio of companies are women, and the gender ratio of our next generation of leaders is now more balanced with 49% women in our latest Halma Future Leaders cohort. We have also made progress towards our ambition for all our company boards to be within a gender balance range of 40%-60%, with female representation increasing from 19% last year to 22% this year.

We recognise that gender diversity is only one element of a truly diverse organisation. We have made public commitments to increase racial and ethnic participation in our senior leadership roles by joining Change the Race Ratio, a campaign founded by the Confederation of British Industry to increase racial diversity on boards.

We’re also committed to reporting on long term actions specifically on black inclusion. This includes tracking ethnicity data, conducting listening sessions to understand the experiences of black colleagues, and celebrating black leaders and talent in our organisation. We have already made progress against the campaign’s goals with two recent appointments – a new plc Board Director and an Executive Board member – who are from ethnically diverse backgrounds. We are also tracking ethnicity data to improve transparency and provide a benchmark which we can build on for the future. 

We appreciate that diversity is a broad subject and not just confined to gender, ethnicity and nationality. This year we introduced a new question in our employee engagement survey to assess whether employees consider themselves to be diverse in another way; 15% of employees responded to say they do. 

A focus of our diversity strategy is working with recruiters to ensure they run a diverse application process and expanding our campus recruitment strategy for university and college graduates. While we base our recruitment decisions on skills and competencies, we hold recruiters accountable for presenting diverse shortlists which include varied educational and work backgrounds. We are confident that our focus on diverse hiring practices will start to deliver results and increase diversity at all levels of our organisation.