We are committed to all of our employees being seen, heard and valued, and our teams reflecting the local communities we serve.
As a global business founded on expertise and creativity, we celebrate how our unique differences generate better ideas and deeper insights, empowering us to lead the next food revolution for and with our customers.
Employee Resource Groups
We have launched a refreshed strategy with the goal of making Tate & Lyle’s purpose synonymous with ED&I for our current and future talent, customers, suppliers and communities.
We have also announced new, ambitious goals and commitments for the coming 2, 5 and 10 years across four areas: systems, talent, culture and society.
Discover our ED&I targets and commitments
As of December 2021, we announced a set of ambitious targets and commitments to significantly progress our new equity, diversity and inclusion strategy over the next ten years.
Over the next 12-24 months, we will be busy working to:
Redesign recruitment and performance to mitigate for bias, diversify our talent pipeline and produce equitable retention and advancement opportunities.
Pursue more inclusive and localised benefits that better reflect the needs of our people.
Better understand who is in our global workforce and what their experiences are of inclusion, equity and allyship.
Modernise and scale our ED&I learning to build capability and confidence.
Expand networks, visibility and mobility for a diverse range of talent by launching a sponsorship program.
Strategically grow our Employee Resource Groups.
Formalise a supplier diversity program that meets increasing customer demands.
These commitments build on our ED&I progress to date, including the great work that started with our Employee Resource Groups and our published goals on binary gender. We continue to measure gender diversity globally – towards our target of gender parity in leadership roles – and are proud to share our strong progress.
In the last 6 years, we’ve increased the proportion of women in the Company by 29% and in our most senior positions by 44%, doubling our number of women senior managers. You can read more about our progress, on binary gender and more, in our Purpose Report and Annual Report published each year.
We had hundreds of conversations in plants, labs and offices around the world to find definitions of the three words that resonated with our people. Here is what we discovered together:
Equity: Grounded in the principles of fairness, establishing policies and practices, creating access to opportunities, removing barriers, and ensuring everyone has the opportunity to achieve their potential
Diversity: The mosaic of people who bring a variety of backgrounds, lived experiences, perspectives and values as assets to the groups and organisations with which they interact
Inclusion: A dynamic state of operating that enables everyone to feel safe, respected and valued for who they are and for their contributions toward organisational and societal goals
The simple way we think about these three words together is that Equity is our impact, Diversity is a fact and Inclusion is the act.
Our ED&I strategy belongs to all our people – everyone helped to create it and each of us is entrusted to help shape its future. ED&I is an accelerator for our continued journey to becoming the purpose-led, future-proof, growth-oriented organisation we want to be. It’s enterprise-wide, impacting our current and future employees, our customers, our supply chain, and our communities. Equity, diversity and inclusion are vital to us achieving our purpose.
The Board of Tate & Lyle PLC recognises the importance of Board diversity and has developed a Board Diversity policy to facilitate this. We are proud that our Board has been recognised by Korn Ferry as the most ethnically diverse of any FTSE250 company.
ED&I in our Annual Report
We recommend you read through our Annual Report to learn more about how equity, diversity and inclusion are growing parts of our DNA. You can read more about ED&I at Tate & Lyle in our Chair’s Statement, our Chief Executive’s Review, our People deep dive with our Chief Human Resources Officer, and our Strategic Report section on “Driving Inclusive Change” written by our first Chief Equity Diversity & Inclusion Officer shortly after her appointment in April 2021. Find out more in our Annual Report 2022.
ED&I in our Purpose Booklet
We recommend you explore our Purpose Booklet to learn more about how equity, diversity and inclusion are vital to us achieving our purpose, Improving Lives for Generations. You can learn more in our Chief Executive’s introduction about living our purpose as well as our commitments and targets which include tangible goals for promoting equity, diversity and inclusion and promoting personal wellbeing. Find out more in our Purpose Workbook 2021.
UK Gender Pay Gap Reports
We employ a relatively small proportion of our global workforce in the UK, and each of the two businesses through which we employ people has fewer than the 250-person threshold for reporting. However, we believe in the principles of fair pay and progression, and so we have decided to voluntarily publish our gender pay statistics for our UK employee population. Find out more in the Gender Pay Report 2022.